HomeMy WebLinkAboutGrievance InfoDepartment of Administrative Services
Dave Kanner, County Administrator
July 7, 2010
TO: Board of Commissioners
FROM: Dave Kanner
RE: Step 4 grievance from Corey Wallace
1300 NW Wall St, Suite 200, Bend, OR 97701-1960
(541) 388-6570 - Fax (541) 385-3202
www. co. deschutes. or. us
The agenda for your July 14 work session includes a hearing on a step 4 grievance filed
by AFSCME on behalf of Corey Wallace, a community justice specialist I who was laid
off when the County closed one of the three active pods at the juvenile detention center.
At the heart of Mr. Wallace's grievance is the argument that the County must do more
than simply consider the factors contained in Article 14 of the collective bargaining
agreement, but must give greater weight to certain factors than others and must consider
certain factors in specific ways.
The contract itself does not assign any particular weight to these factors and does not
require such weighing and I denied the grievance at step 3. Additional background
information regarding this grievance will be distributed to you under separate cover.
Enhancing the Lives of Citizens by Delivering Quality Services in a Cost -Effective Mann 'r
an unanticipated business need, vacancies may be posted for fewer than seven (7) calendar days. Whenever
possible, job announcements for such vacancies shall be sent to each department for posting for no less than ton
(10) days.
Section 2
The decision to hire, transfer, assign and promote employees shall be based on skill, ability, qualifications,
recency of experience, training, length of service and work record. In recognition of seniority, the senior
employee shall have preference if all the foregoing factors are equal in the sole judgment of the County.
Section 3
Department employees who apply for a position opening within their department shall be entitled to an
interview provided they meet the minimum job qualifications as determined by the department head, and have
an overall rating of at least "Effective — Meets Standards" on the employee's most recent performs=nce
evaluation.
Section 4
County employees who apply for a position and do not receive it, shall be given the reason for their :ion -
selection should the employee request a reason.
ARTICLE 14 — ASSIGNMENT OF PERSONNEL
Section 1
The decision to hire, transfer, assign, promote and layoff employees shall be based on skill, ability,
qualifications, recency of experience, training, length of service and work record. In recognition of lenl,th of
service, the senior employee shall have preference if all the foregoing factors are equal in the sole judgm ,nt of
the County. The County shall make every effort to transfer Laid off employees into any vacant positif n for
which they are qualified. Employees shall be notified of layoff at least thirty days in advance of lay off.
Section 2 — Recall
Employees shall be eligible for recall for a period of eighteen (18) months. Employees shall be notified o+; recall
in writing, and shall have ten (10) calendar days in which to respond. The County will make every el fort to
place laid off employees in any other position for which they are qualified.
ARTICLE 15 — PERFORMANCE EVALUATIONS
Section 1
Each employee shall receive a performance evaluation prepared by his/her immediate supervisor or dep irtment
head at least annually according to the time lines in Article 8, Section 3(B) of this Agreement. The ral ex shall
discuss the performance evaluation with the employee. The employee shall have the opportunity to provide
his/her comments to be attached to the performance evaluation. The employee shall sign the perfi rmance
evaluation and that signature shall only indicate that the employee has read the performance evaluation. A copy
of the performance evaluation shall be provided to the employee at the time of the evaluation.
Section 2
Classification specifications shall be provided to the employee upon hiring and annually at the tirr e of the
employee's performance evaluation.
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