07/10/1974
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BOARD OF HEALTH MEETING - July la, 1974
Present: Dr. James Smith, Chairman, Dr. James TidIer, Dr. Frank Reynolds,
Mr. R. E. Carter, Mrs. Vivian Wright, Mr. W. K. Whitmire, Mr. Bruce
Freeman, Mr. George Chadwick, Mr. J. R. Reaves and County Manager
Dan Eller and County Attorney James Fox.
Absent: None
Minutes of the June meeting were approved by motion of Mr. Carter, seconded
by Mr. Whitmire.
Septic Tank Ordinance: Copies of the proposed ordinance had been distributed to
septic tank installers, building inspection office and handed out to builders
and contractors. There had been no comments from anyone regarding changes, etc.
Since no letter had gone out with the ordinance, Mr. Reaves made a motion that
a letter be written to land surveyors, builders, septic tank installers, building
inspectors, planning department and anyone else with an interest asking for
their comments before adoption of the ordinance, deadline for comments to be
July 30th. This motion was seconded by Mrs. Wright. Motion carried. The
ordinance should then be ready for adoption at the August meeting.
Water Systems in County: A letter from Mr. Ralph Harper was furnished stating
that he will begin a survey in August of all seventy systems in the County.
Copies of this report will be given to members of the Board. A discussion of
Community Water Systems followed - members of the board were concerned over the
criticism received in recent weeks over the bad water samples in various sub-
divisions. Mr. Frank Olive, Sanitarian Supervisor, stated that "Any system
serving ten or more customers is under the jurisdiction of the Department of
Human Resources (State Board of Health)." Mr. Fox stated that the only way the
local Board of Health could do anything about these systems was to go through
the courts to get a restraining order to close them down. Mr. Olive also pointed
out that the chlorinators are required on all systems installed after January
1, 1972 - and old systems, if three or more bad samples are taken, the State
can ask for continuous chlorination of the system. Dr. Smith suggested that a
copy of this law giving the State jurisdiction over these systems be included
as information for members of the board. We quote from Public Health and
Related Laws. 130:31 - "The Department of Human Resources (State Board of
Health) shall cause to be made monthly examinations of samples from all the
public water supplies of the State. Any water supply furnishing potable
water to ten or more residences or businesses or combination of residences or
businesses, shall be deemed a public water supply" - "When examinations made
disclose that any waters contain intestinal microorganisms or other evidence of
contamination immediate notice shall be given to the suppliers of such waters,
and such waters shall thereafter be examined at least weekly until eV'idence
of contamination is no longer present. The Commission for Health Services
(State Board of Health) may order the cessation of the supplying of water
found to be contaminated when such action is necessary for the protection of
public health." Mr Olive also told the board that the department investigates
complaints and when anything is wrong with the water we report to the State who
in turn sends a representative to investigate. Discussion will continue on
this subject after the survey is made by Mr. Harper.
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Grievance Policy: Copy of a suggested grievance policy had been received from ....,
the Department of Human Resources. Under General Statute 126.1 and subsequent
paragraphS, responsibility for development of appropriate personnel policies -
has been given to the State Personnel Department. The State Personnel Department
has in turn required that the various Departments within State government develop
a grievance policy. The copy received could be adopted, or amended then adopted,
by the Board of Health. After discussion motion was made by Dr. Reynolds,
seconded by Mr. Whitmire that the model policy be adopted. Motion carried.
(copy will be attached to permanent minutes)
Report on progress of New Quarters: Dr. Knox told the Board that other than a
brief hold up on light fixtures everything seems to be on schedule. Also, the
furniture and equipment is all on order. Dr. Knox reported that out of the
$60,000 appropriated we had $8,000 left and that the State is going to reimburse
us $5,000 on the new X-ray Developer and also are furnishing us three examining
tables, an EKG machine, an overhead projector and an audiometer.
There being no further business the meeting was adjourned.
Respectfully submitted,
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Approved: August 7, 1974
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LOCAL
GRIEVANCE POLICY
PURPOSE
In the continuing effort to provide and maintain the best possible conditions
of work for all local Mental Health, Public Health, and Social Senices employees
and to improve cooperative and harmonious relationships among all its staff, the
management of these local departrn~nts encourages the prompt, fair Eettlement Ot
problems and differences through 'n orderly appeals procedure.
POLlCY
Every employee shall have the right to present his problem or grievance in ac-
cordance with these procedures, with or without a representative of his own choosing,
free from interference, coercion, restraint, discrimination, penalty, Jr reprisal.
This includes any cause for dissatisfaction outside the cl',ployee' scan rol or any-
thing connected with his job that he thinks cr feels is "rang. Every mployee will
be allowed such time off from his regular duties as may be deemed by m,nagement
to be necessary and reasonable for the processing of a grievance under these pro-
cedures without loss of pay, vacation, or of other time credits.
OBJECTIVES:
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The objecti"es of this policy include the following:
(a) To assure employees of a means to get their problems or complaints
considered rapidly, fairly, and "ithout fear of reprisal.
(b) To encourage employees to express themselves about how their COn-
ditions of work affect them as emrloyees.
(c) To provide better understanding of policies, practices, and pro-
cedures which affect employees.
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(d) To provide supervisors with greater opportunity both to exercise pro-
per responslbility in dealing with employees and to improve their
effectiveness in carrying out estcblished policies.
(e) Tc inprove opportunities for all staff members to perfor~ their
dL:ies with effectiveness and satisfaction.
We are deeplY committed to the principle of equal opportunity for all employees
and applicants for employment without any discrimination against any employee or
applicant b~~ause of race, color, religion, llational origin, sex, age, or
physical or mental impairment. This policy oi non-discrimination applies to re-
cruitment ot employees and to treatment during employment (including rates of psy,
selection for training, upgrading, promotion, demotion, transfer, suspension,
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and dismissal). Local Departments of Mental Health, Public Health, and Social
Services are equally determined to make every effort to see to it that no employee
is subjected to unfair tr~atment for whatever reason.
To encourage clear understanding and to reduce fears or false impressions of
unfair treatment, personnel policies include the following provisions.
(a) Employees and their supervisors are urged to communicate freely
with one another concerning conditions of employment, such as job
requirements, hours of work, vacation and leave allowances, plO-
motions, rates of pay, and the like. Supervisors should l-eep them-
selves well informed on personnel policies and practices, mak_ng use
of the Manpower Division of the. Department of Human Resources as
often as necessary for this purpose.
(b) No action involving demotion, suspension, or dismissal is to be taken
against any employee for disciplinary reasons until such disciplinary
action has been recommcn.lcd to and approved by the next higher level
of management, except when, in the judgment of the employee's super-
visor, in~ediate suspension is necessary to protect the safety of
persons or property. In no case should an employee b~ dismissed with-
out approval of the Director or Chief Administrator of an individual
~ge~cv or institution.
The proced~re shall consist of the following steps:
STEP 1 - IISC[SSIONS BETHEEN EHPLOYEE AND UlMEDIATE SUPERVISOR
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The employee who has a problem or grievance will discuss it first with
his immediate supervisor. The supervisor may call higher level supervisors
into the discussion if the employee agrees. 9r, the supervisor may consult
with higher level supervisors to seek any neecll'd advice or counsel from his
administrative superiors before giving any answer.
STEP 2 - APPEAL TO TIlE DIRECTOR
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The employee shall receive an answer as soon as possible but no later than
five working days, or be advised as to the conditions which prevent an
answer within five worh.ing days and informed as to when an ans'(..rer may be
expected.
If the decision is not sufficiently satisfactory to the employee in Step 1,
or if he fails to receive an answer within the period provided in Step I, he
may request the Personnel Manager or his designated counterpart (here-
after called Personnel Manager) to consider the matter. The request may
be presented either in person or in writing but must be presented within
five working days after receipt of the Step 1 decision. DependLng on the
nature of the appeal, the Personnel HDflager will determine to wi,at extent
facts will be required in writing. The supervisor and employee shall pro-
vide all pertinent information to the Personnel Manager, who wi II review
the facts and hold whatever discussions he deems desirable or the employee
or sllpervisor may request.
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(a) After all necessary discu,sions are held, the Personnel Manager shall
forward all p2rtinent infJrmatiOlc and his reeommendation to the Direc-
tor. The Director will review tJ c facts with the Personnel ~nager
and seek any Jther sourCtS at inJormation or conSllltatiol19 II' may
desire, At this step arr1ngemenl s will be made for the empl 'yet?- to
review his case with the ;JirectoJ, if the employee so desire,;, The
Director will make a dt?-ci;ion within five working days ann his decision
will be announced immedia:ely to all parties concernen. If the nature
of the appeal is such as JOuld illvolve formulation of policy or modifi-
cation of existing policy, the D.rector may refer the matter to the
Department of Human Resources Refional Manpower Director for advice
before reaching a decision.
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(b) If the decision roached bv the D rector is not acceptable to the em-
ployee, he may request that his ,_ase be presented to the Board/Com-
mission for its consideration. 'l~is request should be made through
the Personnel Manager or .lesip,nated counterpart. Facts surrounding the
case will be presented tc the Board/Commission, and the employee may
speak to them if be so desires, After reviewing the data, the Board/
Co~nission will consult with whatever other sources it deems appropriate
and render a deci, ion to all parties concerned within five .orking days
after having heartl the appeal.
STEP 3 - APPEAL TO THE SECRl'TARY, I EPARTMENT OF HUMAN RESOURCES
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If the decision reache,l in St, p 2 is not satisfactory to the employee, he may
request, within five working days of receipt of the Board/Commission'd de-
cision, a hearing by the Department of Human Resources' Regional Crievance
Committee. The employ"e's request should be filed through the institution's
Personnel Manager or designated ~ounterpart. The Regional Grie\ance Committee
shall consist of either three or five employees appointed by the Regional
Manpowzr Director from within the respective regional boundaries but shall
not include an employee from the same agency/institution as the employee appeal-
ing. The Committee shall be responsible for determining that toe evidence or
questions are all inclusive, the ree rdg accurate, the proceedings fair,
and shall make their recommendations within five working days after the
hearing, to the SECRET."ill.Y, Departmeni of Human Resources Relevant
travel expenses will be borne by the parent agency or institution.
The Secretary, and staff members he Ileems necessary, will review the recom-
mendations of the Regional Committee If the facts and circumstances appear
relevant and all inclu"ive, a decisi,.n will be made within five working days
following receipt of the recommendat ons, If the Secretary feels that
more evidence or explanation is ncce~ sary or if he feels the best interest
would be served through a personal dscussion with the aggrieved e~ployee.
a decision will be del>yed not more han 5 additional working days so
that a best judgment d,cision can be made. Decisions at this step will
be forwarded to the Re,ional Manpower Director for implementation.
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STEP 4 - APPEALS TO STATE PERSONNEL BOAr D
If the employee is not satisfi"d with the decision rendered, he may request,
within five working days of receipL of the decision, a public hearing
by the State Personnel Board. In cases of dismissal, the appeal shall
be filed in writing not later than 10 days after the effective date of
dismissal. His request should be filed through the agency Personnel Man-
ager or the agency head. If the employee so desires, he may ask the
agency for help in submitting his appeal in writing. The date and time
for n.e employee's meeting with the Board will be determined by the State
Personnel Director. The date will be set as early a3 possible after
the request is received from tbe employee. The State Personnel Director
will ,'etermine the parties dee~ed necessary for the hearing and request
their presence. The State Personnel Board, within five working days
after the hearing, shall make its recommendation to the Secretary, Depart-
ment of Human Resources. After considering the Board's recommendation, the
Secretary shall make his decision and shall notify the parent division and
the erployee in writin~ of that decision.
By written agreement between the State and the Federal grantor agencies,
the D'partment of Human Resources will comply with the recom:nen.:lations
of th( State Personnel Board in cases of discrimination.
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brm:4:733:(.47:932