ENROLLED
COMMITTEE SUBSTITUTE
FOR
H. B. 4314
(By Mr. Speaker, Mr. Kiss, and Delegates
Martin, Staton, Manuel, Fleischauer and Givens)
[Passed March 13, 1998; in effect July 1, 1998.]
AN ACT to amend and reenact section five, article twenty-nine,
chapter eighteen of the code of West Virginia, one thousand
nine hundred thirty-one, as amended; to amend and reenact
sections three, four, five, six, seven and ten, article six- a, chapter twenty-nine of said code; and to further amend
said article by adding thereto a new section, designated
section twelve, all relating to the education and public
employees grievance process; providing for expedited
grievance processes; expanding the jurisdiction of the
board; changing the default provisions; giving board
procedural jurisdiction at levels two and three; allowing
mediation at the request of any party; allowing appeals to
be filed in the circuit court of Kanawha County; and
increasing the cap on attorney's fees for prevailing
grievants.
Be it enacted by the Legislature of West Virginia:
That section five, article twenty-nine, chapter eighteen of
the code of West Virginia, one thousand nine hundred thirty-one,
as amended, be amended and reenacted; that sections three, four, five, six, seven and ten, article six-a, chapter twenty-nine of
said code be amended and reenacted; and that said article be
further amended by adding thereto a new section, designated
section twelve, all to read as follows:
CHAPTER 18. EDUCATION.
ARTICLE 29. GRIEVANCE PROCEDURE.
§18-29-5. Education and state employees grievance board; hearing
examiners.
(a) The education and state employees grievance board shall
consist of three members who are citizens of the state appointed
by the governor by and with the advice and consent of the Senate
for overlapping terms of three years. No two members may be
from the same congressional district, and no more than two of the
appointed members may be from the same political party. No
person may be appointed to membership on the board who is a
member of any political party executive committee or holds any
other public office or public employment under the federal
government or under the government of this state. Members are
eligible for reappointment, and any vacancy on the board shall be
filled within thirty days of the vacancy by the governor by
appointment for the unexpired term.
A member of the board may not be removed from office except
for official misconduct, incompetence, neglect of duty, gross
immorality or malfeasance, and then only in the manner prescribed
in article six, chapter six of this code for the removal by the
governor of the state elected officers.
The board shall hold at least two meetings yearly at times and places as it may prescribe and may meet at other times as may
be necessary, the other meetings to be agreed to in writing by at
least two of the members. The compensation for members of the
board is seventy-five dollars for each calendar day devoted to
the work of the board, but not more than seven hundred fifty
dollars during any one fiscal year. Each member shall be
reimbursed for all reasonable and necessary expenses actually
incurred in the performance of board duties, but shall submit a
request for reimbursement upon a sworn itemized statement.
The board shall administer the grievance procedure at levels
two, three and four, as provided in section five, article six-a,
chapter twenty-nine of this code, and as provided for in section
four of this article and shall employ at least two full-time
hearing examiners on an annual basis and clerical help as is
necessary to implement the legislative intent expressed in
section one of this article.
In addition to the authorization granted by this section
over education employees, the board has jurisdiction over the
procedures to be followed in processing grievances filed under
article six-a, chapter twenty-nine of this code.
The board shall hire hearing examiners who reside in
different regional educational service agency areas unless and
until the number of hearing examiners exceeds the number of the
areas, at which time two hearing examiners may be from the same
area. If a grievant previously before a hearing examiner again
brings a grievance, a different hearing examiner is required to
hear the grievance upon written request therefor by any party to the grievance. These hearing examiners serve at the will and
pleasure of the board.
The board shall submit a yearly budget and shall report
annually to the governor and Legislature regarding receipts and
expenditures, number of level four hearings conducted, synopses
of hearing outcomes and other information as the board determines
appropriate. The board shall further evaluate on an annual basis
the level four grievance process and the performance of all
hearing examiners and include the evaluation in the annual report
to the governor and Legislature. In making the evaluation, the
board shall notify all institutions, employee organizations and
all grievants participating in level four grievances in the year
for which evaluation is being made and shall provide for the
submission of written comment or the hearing of testimony
regarding the grievance process, or both. The board shall
provide suitable office space for all hearing examiners in space
other than that utilized by any institution as defined in section
two of this article and shall ensure that reference materials are
generally available.
The board is authorized to promulgate rules consistent with
the provisions of this article; the rules shall be adopted in
accordance with chapter twenty-nine-a of this code.
(b) Hearing examiners may consolidate grievances, allocate
costs among the parties in accordance with section eight of this
article, subpoena witnesses and documents in accordance with the
provisions of section one, article five, chapter twenty-nine-a of
this code, provide relief found fair and equitable in accordance with the provisions of this article, and exercise other powers as
provides for the effective resolution of grievances not
inconsistent with any rules of the board or the provisions of
this article.
CHAPTER 29. MISCELLANEOUS BOARDS AND OFFICERS.
ARTICLE 6A. GRIEVANCE PROCEDURE FOR STATE EMPLOYEES.
§29-6A-3. Grievance procedure generally.
(a) (1) A grievance shall be filed within the times
specified in section four of this article and shall be processed
as rapidly as possible. The number of days indicated at each
level specified in section four of this article is the maximum
number of days allowed and, if a decision is not rendered at any
level within the prescribed time limits, the grievant may appeal
to the next level: Provided, That the specified time limits
shall be extended whenever a grievant is not working because of
accident, sickness, death in the immediate family or other cause
necessitating the grievant to take personal leave from his or her
employment.
(2) Any assertion by the employer that the filing of the
grievance at level one was untimely shall be asserted by the
employer on behalf of the employer at or before the level two
hearing. The grievant prevails by default if a grievance
evaluator required to respond to a grievance at any level fails
to make a required response in the time limits required in this
article, unless prevented from doing so directly as a result of
sickness, injury, excusable neglect, unavoidable cause or fraud.
Within five days of the receipt of a written notice of the default, the employer may request a hearing before a level four
hearing examiner for the purpose of showing that the remedy
received by the prevailing grievant is contrary to law or clearly
wrong. In making a determination regarding the remedy, the
hearing examiner shall presume the employee prevailed on the
merits of the grievance and shall determine whether the remedy is
contrary to law or clearly wrong in light of that presumption.
If the examiner finds that the remedy is contrary to law, or
clearly wrong, the examiner may modify the remedy to be granted
to comply with the law and to make the grievant whole.
(b) If the employer or its agent intends to assert the
application of any statute, policy, rule or written agreement or
submits any written response to the filed grievance at any level,
a copy of the materials shall be forwarded to the grievant and
any representative of the grievant named in the filed grievance.
Anything submitted and the grievant's response to the submitted
materials, if any, becomes part of the record. Failure to assert
the statute, policy, rule or written agreement at any level does
not prevent the subsequent submission of the materials in
accordance with the provisions of this subsection.
(c) The grievant may file the grievance at the level vested
with authority to grant the requested relief if each lower
administrative level agrees in writing to filing the grievance at
a higher level. In the event a grievance is filed at a higher
level, the employer shall provide copies to each lower
administrative level.
(d) An employee may withdraw a grievance at any time by notice, in writing, to the level where the grievance is then
current. The grievance may not be reinstated by the grievant
unless reinstatement is granted by the grievance evaluator at the
level where the grievance was withdrawn. If more than one
employee is named as grievant in a particular grievance, the
withdrawal of one employee does not prejudice the rights of any
other employee named in the grievance. In the event a grievance
is withdrawn or an employee withdraws from a grievance, the
employer shall notify, in writing, each lower administrative
level.
(e) Grievances may be consolidated at any level by agreement
of all parties.
(f) A grievant may be represented by an employee
organization representative, legal counsel or any other person,
including a fellow employee, in the preparation or presentation
of the grievance. At the request of the grievant, that person or
persons may be present at any step of the procedure: Provided,
That at level one of the grievance, as set forth in section four
of this article, a grievant may have only one representative.
(g) If a grievance is filed which cannot be resolved within
the time limits set forth in section four of this article prior
to the end of the employment term, the time limit shall be
reduced as agreed to in writing by both parties so that the
grievance procedure may be concluded within ten days following
the end of the employment term or an otherwise reasonable time.
(h) No reprisals of any kind may be taken by any employer or
agent of the employer against any interested party, or any other participant in the grievance procedure by reason of the
participation. A reprisal constitutes a grievance, and any
person held responsible for reprisal action is subject to
disciplinary action for insubordination.
(i) Decisions rendered at all levels of the grievance
procedure shall be dated, in writing setting forth the decision
or decisions and the reasons for the decision, and transmitted to
the grievant and any representative named in the grievance within
the time prescribed. If the grievant is denied the relief
sought, the decision shall include the name of the individual at
the next level to whom appeal may be made.
(j) Once a grievance has been filed, supportive or
corroborative evidence may be presented at any conference or
hearing conducted pursuant to the provisions of this article.
Whether evidence substantially alters the original grievance and
renders it a different grievance is within the discretion of the
grievance evaluator at the level where the new evidence is
presented. If the grievance evaluator rules that the evidence
renders it a different grievance, the party offering the evidence
may withdraw it, the parties may consent to the evidence, or the
grievance evaluator may decide to hear the evidence or rule that
the grievant must file a new grievance. The time limitation for
filing the new grievance is measured from the date of the ruling.
(k) Any change in the relief sought by the grievant shall be
consented to by all parties or may be granted at level four
within the discretion of the hearing examiner.
(l) Forms for filing grievances, giving notice, taking appeals, making reports and recommendations, and all other
necessary documents shall be made available by the immediate
supervisor to any employee upon request. The forms shall include
information prescribed by the board. The grievant shall have
access to the employer's equipment for purposes of preparing
grievance documents subject to the reasonable rules of the
employer governing the use of the equipment.
(m) Notwithstanding the provisions of section three,
article nine-a, chapter six of this code, or any other provision
relating to open proceedings, all conferences and hearings
pursuant to this article shall be conducted in private except
that, upon the grievant's request, conferences and hearings at
levels two and three shall be open to employees of the grievant's
immediate office or work area or, at the request of the grievant,
shall be public. Within the discretion of the hearing examiner,
conferences and hearings may be public at level four.
(n) No person may confer or correspond with a hearing
examiner regarding the merits of the grievance unless all parties
to the grievance are present.
(o) Grievances shall be processed during regular working
hours. Attempts shall be made to process the grievance in a
manner which does not interfere with the normal operation of the
employer.
(p) The grievant or the employee selected by a grievant to
represent him or her in the processing of a grievance through
this procedure, or both, shall be granted necessary time off
during working hours for the grievance procedure without loss of pay and without charge to annual or compensatory leave credits.
In addition to actual time spent in grievance conferences and
hearings, the grievant or the employee representative, or both,
shall be granted time off during working hours, not to exceed
four hours per grievance, for the preparation of the grievance
without loss of pay and without charge to annual or compensatory
leave credits. However, the first responsibility of any state
employee is the work assigned by the appointing authority to the
employee. An employee may not allow grievance preparation and
representation activities to seriously affect the overall
productivity of the employee.
(q) The aggrieved employee, employing agency and
representatives of both have the right to call, examine and
cross-examine witnesses who are employees of the agency against
which the grievance is lodged and who have knowledge of the facts
at issue.
(r) Both parties may produce witnesses other than employees
of the agency against which the grievance is lodged, and the
witnesses are subject to examination and cross-examination.
(s) If an employer or the employer's agent causes a
conference or hearing to be postponed without adequate notice to
employees who are scheduled to appear during their normal work
day, the employees may not suffer any loss in pay for work time
lost.
(t) Any grievance evaluator may be excused from
participation in the grievance process for reasonable cause,
including, but not limited to, conflict of interest or incapacitation, and if this occurs the grievance evaluator at the
next higher level shall designate an alternative grievance
evaluator if it is reasonable and necessary.
(u) No less than one year following resolution of a
grievance at any level, the grievant may by request in writing
have removed any record of the grievant's identity from any file
kept by the employer.
(v) All grievance forms and reports shall be kept in a file
separate from the personnel file of the employee and may not
become a part of the personnel file, but shall remain
confidential except by mutual written agreement of the parties.
(w) The number of grievances filed against an employer or
agent or by an employee is not, per se, an indication of the
employer's or agent's or the employee's job performance.
(x) Any chief administrator with whom a grievance is filed
may appeal a level four decision on the grounds that the
decision:
(1) Is contrary to law or a lawfully adopted rule or written
policy of the employer;
(2) Exceeds the hearing examiner's statutory authority;
(3) Is the result of fraud or deceit;
(4) Is clearly wrong in view of the reliable, probative and
substantial evidence on the whole record; or
(5) Is arbitrary or capricious or characterized by abuse of
discretion.
The appeal shall follow the procedure regarding appeal
provided the grievant in section four of this article and provided both parties in section seven of this article.
§29-6A-4. Procedural levels and procedure at each level.
(a) Level one.
Within ten days following the occurrence of the event upon
which the grievance is based, or within ten days of the date on
which the event became known to the grievant, or within ten days
of the most recent occurrence of a continuing practice giving
rise to a grievance, the grievant or the designated
representative, or both, may file a written grievance with the
immediate supervisor of the grievant. At the request of the
grievant or the immediate supervisor, an informal conference
shall be held to discuss the grievance within three days of the
receipt of the written grievance. The immediate supervisor shall
issue a written decision within six days of the receipt of the
written grievance. If a grievance alleges discrimination or
retaliation by the immediate supervisor of the grievant, the
level one filing may be waived by the grievant and the grievance
may be initiated at level two with the administrator or his or
her designee, within the time limits set forth in this subsection
for filing a grievance at level one. A meeting may be held to
discuss the issues in dispute, but the meeting is not required.
(b) Level two.
Within five days of receiving the decision of the immediate
supervisor, the grievant may file a written appeal to the
administrator of the grievant's work location, facility, area
office, or other appropriate subdivision of the department,
board, commission or agency. The administrator or his or her designee shall hold a conference within five days of the receipt
of the appeal and issue a written decision upon the appeal within
five days of the conference.
(c) Level three.
Within five days of receiving the decision of the
administrator of the grievant's work location, facility, area
office, or other appropriate subdivision of the department,
board, commission or agency, the grievant may file a written
appeal of the decision with the chief administrator of the
grievant's employing department, board, commission or agency. A
copy of the appeal and the level two decision shall be served
upon the director of the division of personnel by the grievant.
The chief administrator or his or her designee shall hold a
hearing in accordance with section six of this article within
seven days of receiving the appeal. The director of the division
of personnel or his or her designee may appear at the hearing and
submit oral or written evidence upon the matters in the hearing.
The chief administrator or his or her designee shall issue
a written decision affirming, modifying or reversing the level
two decision within five days of the hearing.
(d) Level four.
(1) If the grievant is not satisfied with the action taken
by the chief administrator or his or her designee, within five
days of the written decision the grievant may request, in
writing, on a form furnished by the employer, that the grievance
be submitted to a hearing examiner as provided for in section
five of this article. The hearing shall be conducted in accordance with section six of this article within fifteen days
following the request for the hearing: Provided, That the
hearing may be held within thirty days following the request, or
within a time that is mutually agreed upon by the parties, if the
hearing examiner gives reasonable cause, in writing, as to the
necessity for the delay. A copy of the appeal shall be served by
the grievant upon the director of the division of personnel.
The director of the division of personnel, or his or her
designee, may appear at the hearing and submit oral or written
evidence upon the matters in the hearing.
(2) Within thirty days following the hearing, the hearing
examiner shall render a decision in writing to all parties
setting forth findings and conclusions on the issues submitted.
Subject to the provisions of section seven of this article, the
decision of the hearing examiner is final upon the parties and is
enforceable in circuit court.
(e) Expedited grievance process.
(1) A grievance involving suspension without pay, demotion
or dismissal or loss of wages may be initiated at level two with
the administrator of the grievant's work location, facility, area
office, or other appropriate subdivision of the department,
board, commission or agency.
(2) An employee may grieve a final action of the employer
involving a dismissal, demotion or suspension exceeding twenty
days directly to the hearing examiner. The expedited grievance
shall be in writing and shall be filed within ten days of the
date of the final action with the chief administrator and the director of the division of personnel.
§29-6A-5. Education and state employees grievance board; hearing
examiners.
(a) The education employees grievance board, created by
virtue of the provisions of section five, article twenty-nine,
chapter eighteen of this code, is renamed the education and
state employees grievance board and, in addition to those duties
set forth in chapter eighteen, shall administer the grievance
procedure at level four as provided for in section four of this
article. The board has jurisdiction regarding procedural matters
at levels two and three of the grievance procedure. The board
shall employ, in addition to those persons employed as hearing
examiners for educational employee grievances, at least two
full-time hearing examiners for the purpose of conducting
hearings at level four, as provided in section four of this
article. The hearing examiners are employed on an annual basis
along with the clerical help necessary to implement the
legislative intent expressed in section one of this article.
In addition to the budget required for submission to the
Legislature by virtue of the provisions of section five, article
twenty-nine, chapter eighteen of this code, the board shall
submit a yearly budget and shall report annually to the governor
and the Legislature regarding proceedings conducted under this
article, including receipts and expenditures, the number of level
four hearings conducted, synopses of hearing outcomes and other
information as the board determines appropriate. The board shall
further evaluate on an annual basis the level four grievance process and the performance of all hearing examiners and include
the evaluation in the annual report to the governor and the
Legislature. In making the evaluation the board shall notify all
employers, employee organizations, the director of the division
of personnel and all grievants participating in level four
grievances in the year for which evaluation is being made and
shall provide for the submission of written comment or the
hearing of testimony regarding the grievance process, or both.
The board shall provide suitable office space for all
hearing examiners in space other than that utilized by any
employer as defined in section two of this article and shall
ensure that reference materials are generally available. The
board shall provide forms for filing grievances, giving notice,
taking appeals, making reports and recommendations and other
documents as the board determines necessary for any stage of a
grievance under this article.
The board is authorized to propose rules for promulgation
consistent with the provisions of this article, and in accordance
with article three, chapter twenty-nine-a of this code.
(b) Hearing examiners may consolidate grievances, allocate
costs among the parties in accordance with section eight of this
article, subpoena witnesses and documents in accordance with the
provisions of section one, article five, chapter twenty-nine-a
of this code, provide relief as is determined fair and equitable
in accordance with the provisions of this article, and take any
other action to provide for the effective resolution of
grievances not inconsistent with any rules of the board or the provisions of this article: Provided, That in all cases the
hearing examiner has the authority to provide appropriate
remedies including, but not limited to, making the employee
whole.
§29-6A-6. Hearings generally.
(a) The chief administrator or his or her designee acting as
a grievance evaluator or the hearing examiner shall conduct all
hearings in an impartial manner and shall ensure that all parties
are accorded procedural and substantive due process. All parties
shall have an opportunity to present evidence and argument with
respect to the matters and issues involved, to cross-examine and
to rebut evidence. Reasonable notice of a hearing shall be sent
prior to the hearing to all parties and their named
representative and shall include the date, time and place of the
hearing. Level one, level two and level three hearings shall be
at a convenient place accessible to the aggrieved employee. All
hearings shall be held on the employer's premises or on other
premises mutually agreeable to the parties and within regular
working hours: Provided, That any hearing might continue beyond
normal working hours. Level four hearings shall be at a place to
be designated by the hearing examiner.
(b) The employer that is party to the grievance shall
produce prior to the hearing any documents, not privileged, and
which are relevant to the subject matter involved in the pending
grievance, that have been requested by the grievant, in writing.
(c) The chief administrator or his or her designee or the
hearing examiner has the power to: (1) Administer oaths and affirmations; (2) subpoena witnesses; (3) regulate the course of
the hearing; (4) hold conferences for the settlement or
simplification of the issues; (5) exclude immaterial, irrelevant
or repetitious evidence; (6) sequester witnesses; (7) restrict
the number of advocates; and (8) take any other action not
inconsistent with the rules of the board or the provisions of
this article.
(d) All the testimony and evidence at any level three or
level four hearing shall be recorded by mechanical means, and all
recorded testimony and evidence at the hearing shall be
transcribed and certified by affidavit. The chief administrator
is responsible for promptly providing a copy of the certified
transcript of a level three hearing to any party to that hearing
who requests the transcript. The hearing examiner may also
request and be provided a transcript upon appeal to level four
and allocate the costs for the transcript as prescribed in
section eight of this article. The board is responsible for
promptly providing a copy of the certified transcript of a level
four hearing to any party to that hearing who requests the
transcript.
(e) Formal rules of evidence may not be applied, but parties
are bound by the rules of privilege recognized by law. No
employee may be compelled to testify against himself or herself
in a grievance involving disciplinary action. The burden of
proof rests with the employer in disciplinary matters.
(f) All materials submitted in accordance with section three
of this article; the mechanical recording of all testimony and evidence or the transcription of the testimony, if any; the
decision; and any other materials considered in reaching the
decision are the record of a grievance. The record shall be
submitted to any level at which appeal has been made, and the
record shall be considered, but the development of the record is
not limited thereby.
(g) Every decision pursuant to a hearing shall be in writing
and shall be accompanied by findings of fact and conclusions of
law.
(h) Prior to the decision any party may propose findings of
fact and conclusions of law.
§29-6A-7. Enforcement and reviewability; costs; good faith.
(a) The decision of the hearing examiner is final upon the
parties and is enforceable in circuit court.
(b) Either party or the director of the division of
personnel may appeal to the circuit court of Kanawha County or to
the circuit court of the county in which the grievance occurred
on the grounds that the hearing examiner's decision:
(1) Is contrary to law or a lawfully adopted rule or written
policy of the employer;
(2) Exceeds the hearing examiner's statutory authority;
(3) Is the result of fraud or deceit;
(4) Is clearly wrong in view of the reliable, probative and
substantial evidence on the whole record; or
(5) Is arbitrary or capricious or characterized by abuse of
discretion or clearly unwarranted exercise of discretion.
(c) The appeal shall be filed within thirty days of receipt of the hearing examiner's decision. The decision of the hearing
examiner is not automatically stayed upon the filing of an
appeal, but a stay may be granted by the circuit court upon
separate motion for a stay.
(d) The court's ruling shall be upon the entire record made
before the hearing examiner, and the court may hear oral
arguments and require written briefs. The court may reverse,
vacate or modify the decision of the hearing examiner or may
remand the grievance to the appropriate chief administrator for
further proceedings.
(e) Both employer and employee shall at all times act in
good faith and make every possible effort to resolve disputes at
the lowest level of the grievance procedure. The hearing
examiner may make a determination of bad faith and in extreme
instances allocate the cost of the hearing to the party found to
be acting in bad faith. The allocation of costs shall be based
on the relative ability of the party to pay the costs.
§29-6A-10. Employee's right to attorney's fees and costs.
If an employee appeals to a circuit court an adverse
decision of a hearing examiner rendered in a grievance proceeding
pursuant to provisions of this article or is required to defend
an appeal and the person substantially prevails, the adverse
party or parties is liable to the employee, upon final judgment
or order, for court costs, and for reasonable attorney's fees, to
be set by the court, for representing the employee in all
administrative hearings and before the circuit court and the
supreme court of appeals, and is further liable to the employee for any court reporter's costs incurred during any administrative
hearings or court proceedings: Provided, That in no event shall
such attorney's fees be awarded in excess of a total of one
thousand five hundred dollars for the administrative hearings and
circuit court proceedings nor an additional one thousand dollars
for supreme court proceedings: Provided, however, That the
requirements of this section shall not be construed to limit the
employee's right to recover reasonable attorney's fees in a
mandamus proceeding brought under section nine of this article.
§29-6A-12. Mediation required at request of either party.
Upon the request of either party, the board may require
mediation or other alternative dispute resolution technique to
assist the parties in identifying, clarifying and resolving
issues regarding the grievance. Mediation may be requested at
any time prior to the level four hearing. All of the information
that is provided by parties during mediation is and shall remain
confidential. Mediators may not be called as witnesses to
provide testimony in unresolved grievances that proceed to a
grievance hearing, and any hearing examiner involved in a
mediation process may not hear the grievance or be consulted
regarding the merits of the grievance.