Equal Employment Opportunity (Eeo) Policy And Program Administration Form Sample Page 45
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54VA MEDICAL CENTER
POLICY MEMORANDUM 00-307
BRONX, NEW YORK 10468
July 24, 2003
explore the possibility of adjusting the grievance to the employee’s satisfaction. If the
Director is unable to resolve the grievance in a manner acceptable to the employee, the
grievance will be referred for inquiry by an examiner. In cases where the facts are not in
dispute and the primary issue involves the interpretation of regulation or policy, the
deciding official may, instead of appointing an examiner, forward the grievance to VA
Central Office for technical review within 10 days of receipt of the formal grievance.
(4) Appointment of a Grievance Examiner: In cases where it is determined that an
examiner is required, the Director will appoint an employee to act as the grievance
examiner. The examiner assigned will promptly review the case and determine the nature
and scope of the inquiry appropriate to the issues involved in the grievance. The examiner
will prepare a report of findings and recommendations, and submit that report, with the
grievance file, to the Director. The examiner will also furnish the employee and the
employee’s representative with a copy of the report.
(5) Decision on Grievance:
Upon receipt of the grievance examiner’s report of
findings and recommendations, the Director will either:
(a) Accept the examiner’s recommendation(s) and issue a written decision to the
employee within 15 days after the recommendation is received. The employee’s
representative will also receive a copy of the decision; or
(b) Grant the relief sought by the employee, issuing the decision without regard to
the examiner’s recommendation(s), or, if the Director determines the examiner’s
recommendations are unacceptable, forward the examiner’s recommendations and a
specific statement of the basis for objection, with the grievance file, to the Director of
Veterans Integrated service Network (VISN) No. 3. The Network Director will render
a final decision on the employee’s grievance.
5. REFERENCES: 5 CFR Part 771
VA HANDBOOK 5021, Part IV, CHAPTER 2
6. RECISSION:
Policy Memorandum 00-307, dated July 24, 2000.
7. POLICY FORMULATION: Human Resources Management Program (05)
8. REVIEW DATE: Annually
9. REISSUE DATE:
________________________
______________________________
ERIK LANGHOFF, MD, PHD
Associate Director
Chief of Staff
_________________________________
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