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t 1 <br /> Exhibit 1 <br /> Sec. 28-87. Procedure... <br /> (a) <br /> Step 1. The employee will first present grievance verbally or in writing, to the <br /> immediate supervisor within 15 working days after the cause for the grievance <br /> occurred or became known to the employee. The employee's immediate supervisor <br /> will then respond in writing to the employee within tws-five complete working days <br /> after the receipt of the grievance. The employee will sign a copy of the determination <br /> to acknowledge receipt and the date of the response. The supervisor should, and is <br /> encouraged to, consult with any County employee or officer deemed necessary to <br /> reach a correct, impartial, and equitable determination concerning the grievance. If <br /> the employee is presenting a grievance concerning demotion, suspension or <br /> dismissal, the employee will present the grievance directly to the Manager. If the <br /> employee is presenting a grievance concerning sexual harassment, the employee <br /> will present the grievance directly to the Personnel nnel Human Resources Department. <br /> See Article ll, Section 28-12 for procedure. <br /> (b) <br /> Step 2. If the grievance is not settled in Step 1, the employee may appeal by <br /> contacting the department headdirector within five complete working days after <br /> receipt of the determination referred to in Step 1. Within twe-five complete working <br /> days, the department headdirector will advise the employee in writing of the <br /> determination. A copy will be sent by the department head irector to the Manager, <br /> signed and dated by the employee to acknowledge receipt of the response. <br /> (c) <br /> Step 3. If the grievance is not settled in Step 2, the employee will appeal by giving <br /> written notice to the Manager within five complete working days after receipt of the <br /> department head director's determination.Within twe-five complete working days, the <br /> Manager will advise the employee in writing of the determination. The employee will <br /> sign and date a copy of the Manager's response to acknowledge receipt thereof, or <br /> the Manager will make a notation in the employee's personnel file that the employee <br /> has been informed of the Manager's response. <br /> The Manager's decision will be final and there will be no action therefrom, except that <br /> an employee may appeal to the Personnel Hearing Board any decision involving <br /> demotion, suspension, or dismissal. <br /> (d) <br /> An employee who is demoted, suspended, or dismissed by the manager may appeal <br /> the decision to the Personnel Hearing Board within ten complete working days after <br /> receipt of the Manager's decision. The-MaRagef-will Within five complete working <br /> days of receipt of the appeal the Manager will cause to be-forwarded all papers and <br /> information used in making a- Manager's decision to the Personnel Hearing Board <br />