LOS ANGELES COUNTY
DEPARTMENT OF MENTAL HEALTH
  Policy 607.01 Employee Grievances
 
  PROCEDURES
  1. PROCEDURE REPRESENTED EMPLOYEE GRIEVANCES
     
    1. The grievance procedure for represented employees is negotiated in the applicable Memorandum of Understanding (MOU) with the certified employee organization (union). Each MOU is available on-line at the Los Angeles County-Chief Executive Office (LAC-CEO) web site. 
       
    2. Upon receipt of any grievance, the supervisor or manager shall immediately notify the Employee & Labor Relations Unit of the Department's Human Resources Bureau (HRB) for guidance.
       
  2. PROCEDURE NON-REPRESENTED EMPLOYEE GRIEVANCES
     
    1. There are time constraints at each level of the procedure, and this may require some grievances to be heard by persons in an "acting" capacity when the actual supervisor, District Chief/Division Chief/Deputy Director, etc., is on leave for vacation or illness.
       
    2. Failure by management to reply to the employee's grievance within the time limits specified automatically grants to the employee the right to process the grievance to the next level.
       
    3. Any level of review, or any time limits established in this procedure, may be waived or extended by mutual agreement confirmed in writing.
       
    4. If an employee fails to appeal from one level to the next level within the time limits established in this grievance procedure, the grievance shall be considered settled on the basis of the last decision and the grievance shall not be subject to further appeal or reconsideration.
       
    5. The procedures described in Subsections 6, 7, and 8 detail the three (3) levels in the grievance procedure for non-represented employees.
       
    6. First Level
       
      1. Within ten (10) business days from the occurrence of the matter on which a grievance is based, or within ten (10) business days from an employee's knowledge of such occurrence, an employee may file a formal written grievance with his or her immediate supervisor on the LAC-DMH Grievance Form.
         
      2. Three (3) copies of the LAC-DMH Grievance Form shall be completed by the employee, stating the nature of the grievance and the desired remedy requested. The employee shall submit two (2) copies to his/her immediate supervisor and retain the third copy.
         
      3. Upon receipt of any grievance, the supervisor or manager shall immediately notify the Employee & Labor Relations Unit of the LAC-DMH-HRB and seek guidance.
         
      4. The supervisor or manager will meet with the employee at a mutually agreeable date and time to hear the grievance. In scheduling the time, place, and duration of any grievance meeting, both the employee and management will give due consideration to the duties each has in the essential operations of that department or organizational unit.
         
      5. Within ten (10) business days from the grievance meeting, the supervisor or manager shall give his/her decision to the employee in writing.
         
    7. Second Level
       
      1. Within ten (10) business days from receipt of the immediate supervisors’ written decision, and using the returned original LAC-DMH Grievance Form, if dissatisfied with the outcome of the first level, the employee may file the form with the next manager in the employee's chain of command.
         
      2. Upon receipt of any grievance, the next manager in the employee's chain of command shall immediately notify the Employee & Labor Relations Unit of the LAC-DMH-HRB and seek guidance.
         
      3. The next manager in the employee's chain of command will meet with the employee at a mutually agreeable date and time to hear the grievance.
         
      4. Within ten (10) business days from the grievance meeting the manager shall give his/her decision to the employee in writing.
         
    8. Third Level
       
      1. Within ten (10) business days from the receipt of the written decision of the manager, and using the returned original LAC-DMH Grievance Form, if dissatisfied with the outcome of the second level, the employee may file the form with the Deputy Director in the employee's chain of command. This grievance step represents the third level of supervision above the employee.
         
      2. Upon receipt of any grievance, the Deputy Director in the employee's chain of command shall immediately notify the Employee & Labor Relations Unit of the LAC-DMH-HRB and seek guidance.
         
      3. The Deputy Director or the designated representative will meet with the employee at a mutually agreeable date and time to hear the grievance.
         
      4. Within ten (10) business days from the grievance meeting, the Deputy Director or the designated representative shall give his/her decision to the employee in writing.
         
      5. The written decision of the third level manager shall be final.