Opinion ID: 78803
Heading Depth: 3
Heading Rank: 2

Heading: grievance review board procedure

Text: When HVA interviews a new employee, it requires the candidate to sign an employment 1 At the time of the district court’s first opinion Alonso v. Huron Valley Ambulance, 2009 WL 1469641 (E.D. Mich. May 26, 2009), Kimberly Alonso was still employed by HVA. The first opinion, therefore dealt with Alan Alonso’s claims regarding his termination and Kimberly Alonso’s claims regarding a hostile work environment, retaliation through demotion, and emotional distress. However, after the issuance of the first opinion, Kimberly Alonso’s employment was terminated because of repeated abuse of leave under the Family Medical Leave Act. The district court’s second opinion, Alonso v. Huron Valley Ambulance, 2009 WL 4948116 (E.D. Mich. Dec. 14, 2009), dealt with Kimberly’s claims arising out of the termination of her employment. Only the first decision is at issue in this appeal. 2 No. 09-1812 Alonso v. Huron Valley Ambulance, Inc. application. That application contains a provision agreeing to submit all employment-related claims to HVA’s internal Grievance Review Board (“GRB”). The provision states that the GRB is the employee’s exclusive remedy for any employment-related claims. HVA uses a four-step grievance process.2 The first step is for the aggrieved employee to discuss the problem with his immediate supervisor. The second step permits the aggrieved employee to discuss the matter with his Department Vice President if his immediate supervisor is not the head of the department and the employee is dissatisfied with the outcome of the first step. The third step gives the aggrieved employee the right to discuss the problem with the President and C.E.O. of HVA, who will attempt to resolve the matter. The final step is available to employees who have completed a 180-day introductory period of employment. Such employees, if dissatisfied with the results of the first three steps, may request that the matter be heard before a GRB, which will issue a final and binding decision on the matter. The GRB is composed of five members: two representatives chosen by the employee (one line level employee and one supervisor or manager); two representatives chosen by the President and C.E.O. (one line level employee and one manager or supervisor); and one representative chosen jointly by the employee and the President and C.E.O. At the hearing, the GRB is to select a Chair, who is responsible for maintaining order and assuring that the appropriate policies are followed during the hearing. During all testimony, both the Department Vice President and the aggrieved employee are to be present. Each party is entitled to present witnesses, evidence, and argument, and to question witnesses. The Human Resources 2 This process is outlined in the Operations Policies and Procedures Manual, which is given to each employee upon commencement of employment. (HVA Br. at 3.) 3 No. 09-1812 Alonso v. Huron Valley Ambulance, Inc. Manager is to record the proceedings, but is not to be present during deliberations. While the deliberations are not recorded, the findings and final decision of the GRB are to be read into an audio recording device, a tape of which is to be maintained for a minimum of three years. The GRB must reach a majority decision, but unanimity is not required. The GRB is to put its final findings and decision in writing and provide both parties with a copy.