"Grievance” means a claim by an employee that he was adversely affected by a violation, misinterpretation, misapplication, or disparity in the application of a specific law, ordinance, resolution, written or unwritten policy, or rule regarding wages, hours of work, or conditions of work.
Examples of grievable matters include, but are not limited to:
- Misapplication of a salary ladder
- Misinterpretation of a department mandatory overtime policy
- Disparity in the application of a department shift bidding policy
- Violation of the County compensatory time policy
Examples of matters that are not grievable include, but are not limited to:
- Employee performance evaluations that are not directly related to wages
- Written reprimands
- Promotion decisions, unless covered by a salary ladder
If at any point in the grievance process the Department determines that the subject of a grievance is not grievable as defined above, the Department notifies the employee in writing before the next applicable deadline.
Employees may appeal that determination to the Grievance Resolutions Committee by submitting a copy of the Department’s written notice to the County Grievance Coordinator within 5 working days of receiving it. The County Grievance Coordinator or her designee has 5 days from receipt of the appeal to set a meeting date of a panel of the Grievance Resolutions Committee. The Committee evaluates the issue and issues a written response. If the Committee determines that the issue is grievable, then the grievance resumes at the point it left off. If the Committee determines that the issue is not grievable, the grievance process ends. The Grievance Resolutions Committee’s decision is final.
The grievance procedure does not apply to allegations of discrimination based on race, color, religion, sex, national origin, age, or disability. Discrimination allegations are handled under the Harris County Non-Discrimination Policy.
Employees may not file grievances based upon their termination from employment.