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Friday, Mrs. Buntin explained the steps that are followed in grievance procedures to her Board members.
She noted, tirsi of all, that only certain things are grievable. Essentially, the grievance must relate to the application, meaning or interpretation of personnel policy rather than the policy itself, she said.
In a grievance case, the employee must first hold a conference with his or her direct supervisor. Then, if the problem is not resolved, the employee proceeds to a management level conference, next to a conference with the Welfare Board and finally to a panel hearing before a three-member panel composed of one member appointed by the employee, one by the agency head and the third named by the other two. According to law, the decision of his panel is final and binding with the onlyrecourse an appeal to the courts by the dissatisfied party in the grievance.
Acknoledging that no grievances had been tiled since she'd been with the Rappahannock Welfare Department. Mrs. Buntin maintained that grievance procedures were now "taken advantage of, used a whole lot more than in the old days." She added that a grievance policy protects both
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