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The following is an abbreviated overview of the Pinellas County Unified Personnel System Grievance procedure, to read the complete rule, please prefer to Personnel Rule XX, Adjustment of Employee Grievance

Step One
An employee who has a complaint about a work related issue should personally bring a grievance to their immediate responsible supervisor in order to give the supervisor an opportunity to address the complaint. This is also considered an “oral grievance.” The employee is to make the supervisor aware of his or her intention to file a grievance within ten (10) working days of becoming aware of the issue. The purpose of the oral grievance is to provide an opportunity for both the employee and management to talk, exchange ideas and possibly convert a negative situation into a positive relationship. Do not waste this opportunity. If the employee is not satisfied with the response they receive from the supervisor or does not receive a response, he or she, may within twenty (20) working days from the date the employee first became aware of the aggrieved situation, proceed to Step Two.

Step Two
If the Supervisor fails to respond to the employee’s oral grievance as required, or if the employee is not satisfied with the supervisor’s response, the employee may file a formal written grievance (form available in the Human Resouces department) with the Department Head (Director). The Department Head is then required to respond, in writing, within ten (10) working days of receiving the employee’s grievance form. It is suggested that the Department Head meet with the employee to explain the written response, and to discuss the issue in another attempt to resolve the situation. An employee who receives an overall rating of Meets Expectations on their performance appraisal may not grieve beyond this step.

Step Three
If the employee is still not satisfied with the Department Head’s written response, he or she may request an informal hearing before the Grievance Committee. This Committee has either three members or five members, and a five-member committee may be requested by either the employee or management. The Committee hears presentations from both parties and issues a written decision as to whether or not the grievance has merit. The decision of the Committee is final if it involves an oral reminder or a written reminder. (Demotion or termination of probationary employees, coaching and counseling, and performance evaluations in which an employee receives an overall rating of Exceeds Expectations cannot be grieved within the formal grievance process.)

Fourth Step
In all other matters, if either the employee or management is not satisfied with the Grievance Committee’s decision, they may appeal the matter to the Personnel Board. The Personnel Board is made up of appointed Pinellas County citizens who are not employed by Pinellas County. Decisions made by the Personnel Board on employee grievances are final.

In the event that both parties agree it would be beneficial to involve a third-party mediator at any stage of the grievance process, one can be provided. To request informal mediation, complete the Mediation Request Form and return the completed form to Employee Relations. It is recommended that the supervisor or Director contact Employee Relations to arrange this. Mediation is also formally offered by Employee Relations upon receipt of the Step Two grievance by Human Resources. Established time frames under the grievance process may be extended upon agreement by the parties and approval of the Director of Human Resources in order for mediation to occur. For additional information on mediation, contact Employee Relations at 464-3506.