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a table of award. This program has not been utilized much, though from time to time <br />they publicize that it is available. He has seen only three of these awards given in his 18 <br />years with the County. He does not know whether this is because people are not making <br />suggestions or because they don't know about the award. <br />Mr. Sakaguchi asked how Civil Service publicizes the award, and Mr. Ben <br />said they issue memos from time to time and also print it in the monthly newsletter, <br />which goes to every employee. <br />Mr. Sakaguchi asked whether there is a Whistle Blower protection <br />provision and what the protection is. Mr. Ben said there is a law they follow on this, and <br />the protection is basically that no retaliation is allowed by the department or people <br />involved. <br />Mr. Sakaguchi said he has read where Whistle Blower employees become <br />ostracized by the employer and given "lousy assignments." Mr. Ben said if there is <br />retaliation, the employee would need to file a suit, though most people would not want to <br />go through the hassle and years of a courtroom battle. Mr. Ben said that under the <br />current administration, retaliation would not be tolerated and would be recognized for <br />what it is. If it came to his attention, he would immediately report it to the mayor and <br />seek his guidance. <br />Mr. Sakaguchi said "you guys" should be in charge of stopping the <br />retaliation, not the mayor. Mr. Ben said that like all governmental agencies, their powers <br />are described; and it is not within their power to force other departments to do something. <br />Civil Service can inform departments that they are violating the law, but it cannot force <br />them to stop. If Civil Service cannot persuade a department to change something it is <br />doing, it will report it to the mayor and work through the mayor. <br />Ms. Nicholson said that the COGC has spoken to other departments, who <br />expressed the need for a way to reward employees who do not call in sick, or who go <br />above and beyond their duties. They have given things like a cash bonus or time off <br />work. She asked whether departments have any flexibility, beyond the current system, in <br />recognizing or rewarding employees. Mr. Ben said they do. The departments have the <br />authority to implement whatever system they want. Civil Service would get involved if <br />union negotiations were necessary, although generally the unions want everything equal <br />across the board for employees. His Department would encourage incentive awards by <br />other departments, but the departments would need to design and fashion the awards to <br />target their own employees, or set up goals and objectives applicable to the various <br />divisions of work. A blanket award system, applicable to both a field laborer and a <br />division chief, would not work. <br />Ms. Nicholson mentioned that there seemed to be a morale issue with <br />some departments. Some departments would not find giving employees a day off a <br />workable incentive, because they are already so short- handed. She asked whether <br />departments could budget for awards and build it into their department, or whether they <br />would have to negotiate with the unions to put in place their own award system. Mr. Ben <br />said they would probably need to do both. The award would need to be funded <br />