Cherokee County Environmental Health officials announced today that another raccoon in the county has tested positive for rabies. This is the third confirmed case of rabies among raccoons in the county so far this year. Rabies was also confirmed recently in a stray kitten found in Cherokee County near the Cobb County line.

Whitfield County Environmental Health Manager Chad Mulkey announced today that Georgia State Laboratory results have confirmed rabies in a raccoon that bit a young boy at Al Rollins Park yesterday. Officials believe other children may have been scratched by the raccoon and are urging parents to contact them if they believe their child could have been exposed.

According to Mr. Mulkey, “On Tuesday, June 29, a large male raccoon attacked a little boy playing in the water near a culvert at Al Rollins Park off of Threadmill Road. The little boy's dad beat the raccoon off with a rock and killed it.”

Diane Franklin, Whitfield County Animal Control Officer, was called immediately and took the raccoon’s head for rabies testing at the state lab. The positive test results were returned late today.

Diane Franklin, Whitfield County Animal Control Officer, was called immediately and took the raccoon’s head for rabies testing at the state lab. The positive test results were returned late today.

Ms. Franklin and local health officials have reason to believe other children may have come into contact with the raccoon; therefore, Whitfield County Environmental Health staff are posting flyers in the Al Rollins Park area asking residents to call if they believe they or their children were exposed. Those individuals are urged to contact Diane Franklin at the Whitfield County Animal Shelter at (706) 278-2018 or by dialing (706) 463-0463, or they may call Chad Mulkey at the Whitfield County Environmental Health office at (706) 272-2005.

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Cherokee County Environmental Health officials announced that state lab results recently confirmed two cases of rabies in the county.

Both cases involved separate incidents in which animals were exposed to infected raccoons. No human exposures were reported.

For Youths Kindergarten thru 12th grade!

July 5 - 16, 2010 8am - 1pm @ Dalton Recreation Center

1st 50 to register may participate, so call NOW at (706)281-2326 to hold your spot!

FREE Nutrition and Physical Activity Camp for Youth!

FREE Breakfast and Lunch provided by Seamless Summer Nutrition Program!

FREE T-Shirt for all 50 participants!

FREE Swim from 1pm - 2pm each day of camp!

Health department clinics in the North Georgia Health District will change hours of operation on July 5, 2010. The North Georgia Health District is comprised of Cherokee, Fannin, Gilmer, Murray, Pickens and Whitfield Counties.

Gilmer County environmental health officials announced today that a raccoon in the county recently tested positive for rabies.

Andrea Wheeler of the Gilmer County Environmental Health Department stated, “On May 25, 2010, a Golden Retriever Mix came into contact with a raccoon that tested positive for rabies on May 26, 2010. The dog has a life-long history of rabies vaccinations and received a rabies booster vaccination and will be observed at home for 45 days.”

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REFERENCE:

State of Georgia Uniform Grievance Policy and Procedure for the Unclassified Service

The County Board of Health (CBH) recognizes the need for a process to resolve non-disciplinary employment concerns of unclassified employees. The grievance procedure for unclassified employees is established to provide eligible employees with an orderly process for reviewing allegations of unfavorable employment decisions or conditions in a timely manner. Unclassified employees eligible to file a grievance may do so without fear of unlawful discrimination or reprisal.

This procedure does not compromise the rights of management to direct the workforce in accomplishing the mission of the Board. The procedure is not applicable to disciplinary matters and does not alter the employment at-will relationship between the Board and unclassified employees.

Employees are encouraged to bring work-related concerns to the attention of their supervisors for review and possible resolution prior to filing a grievance. Attempts at informal resolution of grievance issues, which may include mediation, must be handled in a manner that will permit the employee to meet deadlines established by this procedure for filing a grievance.


ELIGIBILITY

All unclassified employees, except those identified below, are eligible to file a grievance.

1. Unclassified employees who have been notified of separation from employment, suspension, demotion, or disciplinary salary reduction.

2. Unclassified employees seeking relief through other administrative or judicial procedures.


GRIEVABLE ISSUES

1. Retaliation for using the grievance procedure;

2. Erroneous, arbitrary or capricious interpretation or application of personnel policies and procedures;

3. Unsafe or unhealthful working conditions (e.g., allegations of occupational exposure to hazardous chemicals);

4. Allegations of harassment (other than sexual harassment); and,

5. Allegations of unlawful discrimination or sexual harassment.

NOTE: Allegations of unlawful discrimination due to race, color, sex, national origin, disability, age or religious or political opinions or affiliations and allegations of sexual harassment will be addressed through the CBH Unlawful Discrimination Complaint Procedure (CBH Personnel Policy #1503).


NON-GRIEVABLE ISSUES

 1. Issues which are pending or have been concluded by the Georgia Commission on Equal Opportunity or through other administrative or judicial procedures;

2. Performance responsibilities, expectations and evaluations;

3. Relocation of employees, except where the costs of relocation qualify for reimbursement by the Board;

4. Temporary work assignments which do not exceed ninety (90) calendar days;

5. Permanent changes in work hours or duties and responsibilities, unless such changes are manifestly unsafe, illegal, or can be shown to unfavorably affect an employee’s personal employment;

6. Budget and organizational structure, including the number or assignment of positions in any CBH within the Agency;

7. Internal security practices established by the Board;

8. The selection of an individual to fill a position unless it is alleged that the selection is in violation of a written Board policy;

9. Termination, reduction in salary, demotion, suspension without pay, reassignment, furlough, layoff from duties because of lack of work, or other actions resulting from a staff reduction or job abolition;

10. Written reprimands, written confirmation of oral reprimands, work plans and/or attendance plans, or any other document worded similar to a written reprimand regardless of where the document is placed or how it is distributed; and,

11. Any matter which is not within the jurisdiction or control of the Board.


IMPROPER USE OF THE GRIEVANCE PROCEDURE

1. All supervisors, CBH Third Party Representatives and employees are prohibited from the following: 

     1.1 Knowingly supplying false or misleading information in a grievance; or,

     1.2 Attempting to harass, intimidate, or retaliate against any supervisor, CBH Third Party Representative or employee for filing a grievance, or providing
           testimony or evidence regarding a grievance.

2. Improper use of the grievance procedure may result in disciplinary action, up to and including separation from employment.

NOTE: The District Health Director must be consulted prior to initiating disciplinary action under these circumstances.


GRIEVANCE NOTICES

All CBH facilities MUST post the GRIEVANCE NOTICE TO CBH EMPLOYEES, (Attachment #1) which advises employees of their eligibility to file a grievance.

1. Notices must be posted in prominent locations, such as on bulletin boards.

2. Notices, at a minimum, must include the following information:

     2.1 Web site address(es) where the grievance procedure can be reviewed; and,

     2.2 The telephone number of the District Personnel Office, where employees can secure information and assistance regarding the grievance process.


GRIEVANCE PREPARATION TIME

A grievant may be allowed up to four (4) hours of work time to prepare a grievance. The grievant must specify the time period requested to prepare a grievance and receive approval from the supervisor to ensure that the work place is not adversely impacted. Such time shall be during regular work hours, without loss of pay or leave credits. The District Personnel Office may authorize additional work time, if determined appropriate.

1. Preparation time shall include such activities as meeting with witnesses and reviewing the grievant’s personnel file.

2. Such time is independent of any time spent in a grievance review session with the Grievance Review Official.

3. The District Personnel Office has the authority to resolve any dispute regarding the determination of reasonable and necessary time for preparing and processing a grievance.


CBH THIRD PARTY REPRESENTATIVE

An employee and/or supervisor involved in a grievance may ask another CBH employee to act as a CBH Third Party Representative. Serving as a CBH Third Party Representative is voluntary. A non-employee third party representative is not permitted unless required by law or applicable rule.

1. Staff designated to assist employees with filing grievances and personnel representatives cannot serve as CBH Third Party Representatives.

2. CBH employees may serve as CBH Third Party Representatives in no more than two (2) grievances per calendar year.

3. Time spent as a participant in a grievance review meeting is considered work time.

4. CBH Third Party Representatives may request up to four (4) hours of work time per grievance (in addition to time spent in a grievance review meeting) for the purpose of assisting the employee or supervisor involved in the grievance.

5. Management is to make reasonable efforts to authorize CBH Third Party Representatives to be absent and provide appropriate work time, as requested, for the purpose of assisting the employee or supervisor involved.


FILING A GRIEVANCE

1. A grievance should be filed as soon as possible, and must be RECEIVED BY the District Personnel Office:

1.1 within ten (10) WORK DAYS after the occurrence upon which the grievance is based; or,

1.2 within ten (10) WORK DAYS of the date the employee became aware, or should have become aware, of the issue(s) through the exercise of reasonable diligence.

NOTE: “Work day” refers to Monday through Friday, excluding State holidays. The grievance must be received by the District Personnel Office no later 4:30 p.m. on the 10th work day.

2. The District Personnel Office may extend any time limit specified in this procedure due to emergency, medical disability or legally mandated absence on the part of the grievant. The grievant and other involved individuals will be notified immediately of the reasons for and the length of the extension.

NOTE: In situations other than the above, any time limit specified in this procedure may be extended, not to exceed 90 (ninety) calendar days, upon agreement of all parties to the grievance.

3. All grievances must be filed on the CBH UNCLASSIFIED SERVICE GRIEVANCE FORM. (See Attachment #2)

4. All relevant requested information on the CBH UNCLASSIFIED SERVICE GRIEVANCE FORM must be provided.

     4.1 The grievance must contain a statement of the issues involved, how the employee’s personal employment has been unfavorably affected, the relief
           sought, and the dates, if known, the incident(s) or violation(s) occurred.

     4.2 If the grievance involves the interpretation or application of policy or procedure, the grievance must identify the policy or procedure at issue and
           describe how it was erroneously interpreted or applied.


CONFIDENTIAL INFORMATION

Patient/client/resident names must not be included in any grievance- related document since this information may violate confidentiality. Initials or case numbers may be used if they are relevant to the issues of the grievance.


GROUP GRIEVANCE

A grievance may be filed by a group of eligible employees if the alleged unfavorable employment decisions or conditions have affected each member of the group.

1. Members of a group grievance cannot file an individual grievance on the same issue(s).

2. The group must select a spokesperson to present all matters of the grievance. The group may select up to two (2) members as spokespersons.

3. Only the spokesperson(s) for a group grievance may request to use grievance preparation time.

4. All members of a group grievance must sign the CBH UNCLASSIFIED SERVICE GRIEVANCE GROUP ROSTER Form (Attachment #3) certifying that each employee’s personal employment has been unfavorably affected and that they agree with the contents of the grievance. This roster must be submitted with the grievance.


WITHDRAWING A GRIEVANCE

At the sole discretion of the grievant, a grievance may be voluntarily withdrawn at any point in the grievance procedure. 

1. To withdraw a grievance, the employee must notify the District Personnel Office in writing.

2. A withdrawn grievance cannot be re-filed.


PROCESSING A GRIEVANCE

Within 10 (ten) WORK days of receipt of a grievance, the District Personnel Office will review the grievance to determine the grievability of the issue(s) and provide written notice to the individuals involved in the grievance that:

1. The issue is non-grievable, including the specific reasons for the determination, or the provisions of the procedure have not been met and that the grievance process is being terminated; or,

2. The issue alleges unlawful discrimination or sexual harassment and will be processed according to the provisions of the Unlawful Discrimination Complaint Procedure (See GRIEVABLE ISSUES Item #5); or,

3. The issue is grievable under this procedure.


CONSOLIDATION OF GRIEVANCES

 When appropriate, the District Personnel Office may: 

1. Consolidate multiple grievances filed by an employee into a single grievance; and,

2. Consolidate separate grievances filed by two (2) or more employees regarding the same issue(s) into a group grievance.


MEDIATION

At any point in the procedure, a grievance may be referred to mediation.

1. The employee or supervisor involved with a grievance may request that the grievance be referred to mediation. The District Personnel Office will determine if the request is appropriate.

2. The District Personnel Office may also refer a grievance for mediation.

3. If mediation is determined appropriate, the District Personnel Office will schedule the session. The employee and supervisor involved must attend and cooperate fully with the process.


GRIEVANCE REVIEW

1. Within 15 (fifteen) WORK days of the notice that an issue is grievable, a Grievance Review Official will be appointed.

2. Within 15 (fifteen) WORK days of appointment, the Grievance Review Official will undertake any of the following actions with regard to the grievance:

     2.1 Conduct a grievance review of the grievance issues based upon available information presented; or,

     2.2 Conduct a grievance review by meeting with the employee and/or supervisor involved to facilitate an agreement, clarify and/or interpret policies or
            explore alternative resolutions.

3. Barring prior settlement of the grievance by agreement of the employee and supervisor involved, the Grievance Review Official will submit written findings and recommendations to District Health Director or designee within 10 work days of conducting the grievance review.


GRIEVANCE DECISION

The District Health Director or designee will review the findings and recommendations of the Grievance Review Official and issue a decision in writing within 10 (ten) WORK days of receipt of the findings and recommendations. The decision of the District Health Director or designee is final and concludes the grievance process.


SUSPENDING THE GRIEVANCE PROCEDURE

In the event of an emergency, the District Personnel Office may suspend the right of grievance under this procedure.

1. A suspension of the eligibility to file a grievance may delay but will not otherwise prejudice any grievance filed before the effective date of the suspension.

2. Any grievance filed within 15 (fifteen) WORK days after the period of grievance eligibility suspension has expired will not be denied or otherwise limited.


For additional information or assistance, please contact the District Personnel Office at 706/529-5757.