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Merit Appeals Board February 23, 2024
<br />CHR. CABANAS: Also, going back to the notice to file an appeal, isn't there a statement on the
<br />job posting or it used to be that they can file. It was an admin. review or file an appeal—is it
<br />still there or has that changed?
<br />MS. TOKIHIRO: I'm going to have to go back and review the specific job posting, but I can
<br />provide the Board with that information as far as where they're actually notified because yes, it
<br />is members of the public and not just employees that could file the complaints.
<br />CHR. CABANAS: Right. And for members of the public, when the staff is reviewing, let's say,
<br />someone's application and the application continues to be not accepted for whatever the reason is
<br />and the staff will send, through NeoGov, a letter indicating such. And, if the applicant continues
<br />to submit additional information and the admin. reviews are done then, at that point, the staff
<br />notifies the person of their right to appeal before the Merit Appeals Board. That letter goes out
<br />to the appellant, right? Yeah, so your staff is nodding their heads "yes" it is. Yeah. So, they're
<br />notified of their right to appeal within 20 calendar days to the Merit Appeals Board, if their
<br />application is not being accepted for whatever the reason.
<br />So, that is their due process. That's—at that point in time, they're being notified. For the
<br />internal complaint process, if you look at this person who filed an appeal, that we were just
<br />discussing a few minutes ago—Mr. Pause, the Director of Public Works, notified the appellant
<br />to yeah, he could file an appeal to the Merit Appeals Board that was his due process notice at
<br />that point.
<br />MS. MATHEWS: So, what happened to Mr. Kunz's original idea of there being some kind of
<br />handbook for this entire thing. I realize that's not our kuleana but I think his idea holds a lot of,
<br />shall I say, "merit".
<br />CHR. CABANAS: That's something that the Board can discuss and vote on, if we have a
<br />motion but it would you're right, it would not be our responsibility but we would be, then,
<br />asking the Department of Human Resources to develop a handbook of some sort. If a handbook
<br />does not exist—if it exists, then to include it. If it doesn't exist, what exactly are we—do we
<br />want in a handbook for them to develop. That would need to be elaborated on, yeah—and I
<br />don't know how much we should be dictating to the department about including in a handbook
<br />`cause then, we're over -reaching our responsibility about a handbook. Yeah.
<br />So, anyway, I'll yield at that point.
<br />MR. KUNZ: Yeah, I think that—my statement about not having a handbook—wasn't about us
<br />needing to put one together or requesting one, actually, either. Because there's a lot that goes
<br />into that—everything about every union issue, vacation, pay—everything. That's really not our
<br />lane. So, yeah, I just threw that out as it would be nice that, if there was a handbook, that
<br />included in the handbook would have the—an appeal process. That's all.
<br />MS. DE SOTO: And I was thinking, perhaps, then—so these are—what I'm hearing is two
<br />separate issues. Like, one is this language—do we want to provide this type of documentation
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