18
fui corrective measures. Appeals’^ câr-
ried to the Commission for hearing have
been decided in favor of the employee
in at least y 0 % of the cases. In the case
of dismissals, although the Civil Ser-
tlie p°wer
gffl^m a^H itipn if it decides in favor
Jpf t æ m p l o y e ^ j M a t e no agency has
aetedjcounter to Commission recom
mendation. Some of the appeals which
could nptÿbR olved by informal inves-
B^a^^W and discussion prior to referral
H the Commission have been found by
Hhé; n gen r^ |c oncer ne d to havéga solution
before the Commission hearing was
held. As an example, an agency demoted
one of its employees. Members of the
Civil Service staff investigated the case
and found that there B f l reasonable
question as to the justice of the demo
tio n . In view of this fact the case was
referred to ( the Civil Service Commis-
sion fpÇdiearing. When the department
received « n o t i c e of hearing it appear
ed b efo re the Civj.1 Service Commission
prior to the proposed hearing date and
irSiuesfed that since the employee was
a "conditional” rather than regular
employee the hearing should not be held.
The Commission can at its own discre-
tion hear an appeal ;of a "conditional**
employee while it is required by law to
hear an appeal of a "regular” employee.
' As has been their practice with "condi-
tional” employees, since there was def-
inite question on the demotion, the
Civil Service Commission denied the re-
quest of the agency and informed them
that the hearing would be Conducted
on specific daté in the near future.
Upon receipt of this notice the agency
I reinstated the employee to his higher
position ®nd' the employee withdrew his
appeal. The fa c trlm t ’ an employee has
an unbiased body before which he can
appear in order to insure his fair treat
ment has practically entirely eliminated
actions by appointing authorities for
capricious reasons and personal whims.
Civil Service, has been of personal
benefit to countless employees on a day
to day basis. The following incidents
which have occurred in recent weeks
ilc it«
g
l - e x a m M o f RbggM
services:
1. Hundreds have been referred to
and placed on state jobs.
2. Transfers have been arranged be
tween departments .and betweenggfties
in the state of Oregon.
J 3. An ernployee informed the Civil; .
Service Commission that she did not
receive pay for accrued vacation upon
termination and has since received it
through action of the Commission.
4. In some departm ent terminal va
cation pay was being computed on the
basis of a 31 day month. Through Com
mission action this pay is now comput
ed on the basis of | B
business. day
mouth.
H
An employee who was dismissed
from her department; while on sick
leave has been reinstated as a result of
Commission recommendation ag e r pub.-
lic hearing.
6. An employe! dismissed for reasons
of personal conflict w ith superiors has
been given another opportunity in an
other department after public hearing.
These are chosen as a sampling of the
many instances which occur daily. Al
though many or even most of the bene
fits received by individuals in specific
cdfcs may not come to the attention of
the majority of state employees^- they
are a daily routine in the Civil Service
offices.
Cooperation Necessary
While confidently believing, that a
broad step forward has been made and
much has been accomplished since the
K Mblishmeut of the program, the Civil
Service Commission knows that much
remains to be done. A consistent effort
will be made to make employment with
the state of Oregon a sound career ser
vice through constant improvement of
personnel practices and administration.
Through the continuing cooperation of
appointing authorities and em p lo y s,
this can be accomplished.