Compendium of Budget Information for the 2009 General Session
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| Subcommittee Table of Contents | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
Agency: Career Service Review Board Function The Career Service Review Board (CSRB) is a quasi-judicial body that administers the state's grievance and appeals process. The Board hears cases related to decisions about promotions, dismissals, demotions, suspensions, written reprimands, wages, salary, violations of personnel rules, issues concerning the equitable administration of benefits, reductions in force, and disputes concerning abandonment of position. The goal is to resolve grievances at the lowest possible managerial level. The Board has no jurisdiction over classification grievances, which are governed by Department of Human Resource Management. The CSRB conducts pre-hearing conferences in an attempt to mediate many of the cases which come before them. When necessary they conduct jurisdictional, evidentiary, and appellate levels of adjudications as a means of resolving disputes The CSRB conducts hearings as efficiently as possible using contracted hearing officers. The only ongoing salary costs are for the administrator and a secretary. Statutory Authority UCA 67-19a-101 defines 'grievance' as a complaint by a career service employee concerning any matter touching upon the relationship between the employee and his/her employer; and any dispute between a career service employee and his/her employer. UCA 67-19a-202 gives the board jurisdiction to serve as the final administrative body to review appeals from career service employees and agencies. UCA 67-19a-204 requires the board to make rules governing the appeals process. UCA 67-19a-204 requires the governor to appoint the administrator who may assign hearing officers to each case; subpoena witnesses, documents, and other evidence; and quash unreasonable subpoenas. UCA 67-19a-303 spells out employees' rights in a grievance and appeals procedure. Employees may have representation, use a reasonable amount of time during work hours to confer with the representative, and may not have reprisals taken against them for using grievance procedures. UCA 67-19a-401 through 408 list the procedural steps to be followed by the employee and the employer, including the administrator's power to require a pre-hearing conference. Intent Language
Funding Detail
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