An employment grievance from a secondary roads employee alleging misuse of resignation‑rescind procedures and inconsistent application of policy moved to the Board of Supervisors for review, and supervisors directed staff to gather documentation and complete an investigation before the board considers a final decision.

The employee, represented in the meeting by a colleague who presented the grievance, said a coworker submitted a resignation with an August 8 last date of employment, then asked to rescind the resignation on August 1; the rescission was later accepted by the acting department head. The grievant argued that county personnel policy allows only a department head to rescind a resignation within specified timeframes and that the board should have approved any rehire or significant personnel decisions while the department head position was vacant.

County staff and legal counsel described the timeline presented in meeting records: resignation submitted July 17 with an August 8 last date of employment, rescission requested August 1 and approved by the acting department head on August 4. Staff said the county’s policy (referenced as Policy 1‑20) allows a department head to approve a rescission and that when no department head exists the board’s grievance procedure may require the board to act as the step‑3 reviewer. Supervisors acknowledged gaps in documentation available that day and asked HR, department leadership and the county attorney to collect resignation letters, personnel forms, vacation payout records, secondary‑employment paperwork and step‑2 investigation notes.

The grievant said the remedy sought was to reopen the hiring for the recently filled position so internal applicants could be interviewed and to ensure consistent application of policy across departments. The board did not make a final ruling and scheduled follow‑up: staff will return with the step‑2 investigation materials and personnel records so the board can consider the grievance at a later meeting.