ࡱ> 7 UzbjbjUU 7|7|u!ltjaaab*cTjhfLfffgk>l#l  f p /lk"k/l/l Imfg"ImImIm/l(8fg Im/l ImImrnЁKg~f ^MjdYaWl 80h;slImjj New Hampshire Personnel Appeals Board Fiscal Year 2002 Annual Report Prepared Pursuant to NH RSA 21-I:46 VI By its Members and Alternate Members Patrick H. Wood, Chair Lisa A. Rule, Vice Chair Robert J. Johnson Philip P. Bonafide Anthony B. Urban RSA 21-I:46 VI The board shall by September 1 of each year submit an annual report to the governor, commissioner of administrative services, and director of personnel. This report shall include a narrative summary of the work of the board during the previous fiscal year. The report shall also include a description of problems related to the personnel system and the board's recommendations for dealing with those problems. TABLE OF CONTENTS Page RSA 21-I:45 I, Composition of Board 1 Members/Alternate Members and Date of Appointment 2 RSA 21-I:46 VI 3 Narrative Summary 5 Year History of Appeals Filed 4 Caseload and Docketing 4 - 5 Appeals Filed Between July 1, 2001 and June 30, 2002 6 8 Scheduling 9 Observations and Recommendations for Improvement of the Personnel System Performance Evaluations 11 12 Discipline and Due Process 12 15 Summary of Decisions Issued and Disposition of Cases 19 21 Acknowledgments 22 RSA 21-I:45Composition of Board; Compensation; Removal. There is hereby established a personnel appeals board as follows: I. The board shall consist of 3 members, not more than 2 of whom shall be from the same political party. There shall also be 2 alternate members of the board, not more than one of whom shall be a member of the same political party. At least 2 members of the board shall have been gainfully employed as a labor relations or personnel professional for a minimum of 5 years. One member shall have been employed within the public personnel field of employment for a minimum of 3 years. Each member and alternate shall be appointed by the governor with the consent of the council for a term of 3 years, and a person appointed to fill a vacancy shall be appointed for the unexpired term. Each member of the board and alternate shall hold office until his successor is appointed and qualified. The governor shall designate one member as chairman of the board. The board shall elect one member to serve as vice chairman. Either the chairman or vice chairman shall be a member of the New Hampshire bar. No member of the board shall be a member of any state or national committee of a political party, nor an officer or member of a committee in any partisan political club or organization, nor shall hold, or be a candidate for, any remunerative elective public office during his term of office and shall not be otherwise employed in any of the agencies of the state government. NEW HAMPSHIRE PERSONNEL APPEALS BOARD Members/Alternates Terms of Appointment Listed by Date of Appointment ROBERT JOHNSON (r) Hillsborough April 5, 1989 to June 2, 2003 LISA A. RULE (d) Concord October 11, 1989 to June 2, 2004 (October 11, 1989 to June 9, 1999 --alternate) PHILIP P. BONAFIDE (d) Sanbornton March 8, 2000 to September 24, 2004 (Alternate) PATRICK H. WOOD (d) Laconia June 25, 1997 to June 2, 2005  ANTHONY URBAN (r) Berlin June 20, 2001 to September 24, 2004 (Alternate) Narrative Summary Caseload and Docketing When appeals are received by the Board, they are logged-in and assigned a docket number. That number identifies the fiscal year in which the appeal was received and the nature of the action in dispute. Cases also are assigned an ordinal number, identifying the order of receipt within each category of appeal for that fiscal year. For instance, Docket #2002-T-16 would indicate that the appeal was the sixteenth termination appeal received during fiscal year 2002. Docket #2001-C-5 would indicate that the appeal was the fifth classification appeal received during fiscal year 2001. The general categories of dispute and the alpha-identifier assigned to each type of appeal are listed below: C = Classification and reallocation of a position D = Discipline including letters of warning, withholding of an annual increment, disciplinary suspension, and disciplinary demotion O = Other applications of the rules (including alleged conflicts of interest with state employment appealable under RSA 21-I:52) P = Promotion or non-selection to a vacant position T = Termination from employment (including termination during the initial probationary period and resignation allegedly given under duress) Five Year History of Appeals Filed  FY '98FY '99FY '00FY '01FY 02Classification423278Promotion/Non-Selection631010Application of the Rules249413Discipline152581013Termination1822171619Total7782413543 Between July 1, 2001 and June 30, 2002, the Board received forty-three new appeals. Thirty of those cases, nearly three-fourths the total number of appeals filed during FY 2002, involved some form of discipline. Disputes over the appropriate classification for certain positions within the classified service and disagreements over the correct interpretation and application of the Rules of the Division of Personnel comprise the remaining eleven appeals. FY 2002 Termination Appeals Termination for CauseReason for TerminationNew Appeals FY 2002Probationary TerminationFailing to Meet Work Standards2Unacceptable Off-Duty Conduct and Arrest1Termination from Full-Time Employment3rd Warning for the Same Offense in 5 years14th Warning for the Same Offense in 5 years15th Warning for Various Offenses In 5 Years1Violation of a Professional Code of Ethics1Forced Resignation2Absence for 3 or More Consecutive Work Days Without Adequate Notice or Excuse2Failing to Meet Work Standards2Theft of Valuable Goods or Services and Willful Falsification of Agency Records1Violation of a Posted Policy Warning of Termination4Willful Insubordination1 FY 2002 Disciplinary Appeals Disciplinary Action Under AppealReason for DisciplineNew Appeals FY 2002Letter of Warning*Violation of Motor Vehicles Laws1Continued Lateness1Failing to Meet Work Standards6Unprofessional Conduct1Suspension Without PaySexual Harassment1Willful Insubordination2 *An additional appeal originally filed as an appeal of a letter of warning category was discovered to be a duplicate pleading submitted by the appellants representative. FY 2002 Non-Disciplinary Appeals Decision Under AppealNature of the DisputeNew Appeals FY 2002Classification Decision of the Director of PersonnelRealignment of salaries to maintain parity between all classifications requiring police certification5Certification of experience required prior to reclassification of positions to another class series2Refusal to authorize salary enhancement for additional positions under the terms of the James O. Decree1Appointing Authoritys Application of the RulesInvoluntary transfer and refusal to release all document associated with an investigation1Certification Decision of the Director of PersonnelInterpretation of experience requirements for certification as eligible for promotion1Directors Certification of Civil LeaveRefusal of the Director to authorize payment of civil leave for travel time for employee to testify in out-of-state trial 1 All Appeals Received Between July 1, 2001 and June 30, 2002 Docket NumberAppellant Last NameAppellant First NameAgency NameAppeal Dated2002-D-001SCHWEITZERMARYNH VETERANS HOME7/10/20012002-T-001BUZZELLBERNARDDEPT OF HEALTH & HUMAN SERVICES7/27/20012002-O-001PERKINSRUSSELLDEPT OF TRANSPORTATION7/31/20012002-T-002HAVENERJASONNH HOSPITAL8/7/20012002-T-003HODGMANTERRYDEPT OF SAFETY8/9/20012002-T-004MATTHEWSPAULDEPT OF TRANSPORTATION8/14/20012002-T-005MICHAUDMARCNH REGIONAL TECH COMMUNITY COLLEGES9/11/20012002-T-006CORDERODAMASODEPT OF HEALTH & HUMAN SERVICES9/13/20012002-C-001LIQUOR LAW ENFORCEMENT OFFICERSNH LIQUOR COMMISSION10/4/20012002-C-002LIQUOR LAW ENFORCEMENT SERGEANTSLIQUOR COMMISSION10/4/20012002-C-003ASST. CHIEF OF LIQUOR LAW ENFORCEMENTLIQUOR COMMISSION10/4/20012002-C-004CHIEF OF LIQUOR LAW ENFORCEMENTLIQUOR COMMISSION10/4/20012002-T-007NUDDLEANNEDEPT OF JUSTICE10/29/20012002-T-008ANNISHEIDIDEPT OF REVENUE ADMINISTRATION10/30/20012002-C-005GRIFFINCAROLNH HOSPITAL10/31/20012002-C-006SHOULDISVICKYNH HOSPITAL10/31/20012002-D-002SHAUGHNESSYJOHNDEPT OF EMERGENCY MANAGEMENT11/2/20012002-T-009JENKERSONHEIDINH HOSPITAL11/8/20012002-C-007WEIGHTS & MEASURES INSPECTORSN/ADEPT OF AGRICULTURE, MARKETS & FOOD11/9/20012002-D-003PERKINSRUSSELLDEPT OF TRANSPORTATION12/3/20012002-T-010POITRASSHARONDEPT OF HEALTH & HUMAN SERVICES12/13/20012002-D-004COULOMBEBRIANCORRECTIONS DEPARTMENT12/17/20012002-D-005LATAWIECFRANCESCAOFFICE OF STATE PLANNING12/17/2001Docket NumberAppellant Last NameAppellant First NameAgency NameAppeal Dated2002-D-006LOVEGREENSUSANDEPT OF HEALTH & HUMAN SERVICES12/28/20012002-T-011SERENODAVIDDEPT OF HEALTH & HUMAN SERVICES1/3/20022002-D-010THYNGJOHNBUREAU OF EMERGENCY COMMUNICATIONS1/3/20022002-D-011THYNGJOHNBUREAU OF EMERGENCY COMMUNICATIONS1/4/20022002-T-012THYNGJOHNDEPT OF ADMINISTRATIVE SERVICES1/9/20022002-O-002NAHODILSCOTTCORRECTIONS DEPARTMENT1/14/20022002-D-012MULLINMADELINEDEPT OF SAFETY1/22/20022002-D-013THYNG, JR.JOHNDEPT OF ADMINISTRATIVE SERVICES1/22/20022002-O-003CHASELAURIEDEPT OF EDUCATION1/23/20022002-T-013MCDONOUGHJOHNDEPT OF CORRECTIONS2/7/20022002-D-014COURNOYERCHARLESNH HOSPITAL3/11/20022002-D-015DEHOTMANPRISCILLACORRECTIONS DEPARTMENT3/18/20022002-T-014MARTINJOHNCORRECTIONS DEPARTMENT3/28/20022002-T-015TAYLORMELISSACORRECTIONS DEPARTMENT4/22/20022002-D-016MCLEANFRANCESDEPT OF TRANSPORTATION4/29/20022002-T-017ADDAMS-CONNARTONLAURANH PORT AUTHORITY5/29/20022002-T-016DZIURAROBERTCORRECTIONS DEPARTMENT5/29/2002 2002-T-018BURTJUDYDEPT OF HEALTH & HUMAN SERVICES5/31/20022002-T-019SHAUGHNESSYJOHNOFFICE OF EMERGENCY MANAGEMENT6/3/20022002-C-008ROBITAILLERICHARDYOUTH DEVELOPMENT SERVICES6/28/2002 Scheduling During Fiscal Year 2002, despite a substantial increase in the number of termination appeals filed, the Board was successful in reducing the length of time between receipt of an appeal and the first appearance of the parties at a pre-hearing conference from fifty-four to forty-nine days. That first pre-hearing conference can be a critical step in defining the scope of the hearing, facilitating discussion between the parties, and determining whether the possibility for a settlement agreement between the parties exists. The Board continues to schedule its cases on a priority basis, trying to hear first those cases involving an immediate loss of income and/or benefits (i.e., termination, demotion, withholding of an annual increment and suspension without pay). In spite of the urgency most often associated with appeals of this nature, any number of factors can cause the parties to request a delay in the proceedings once an appeal has been filed. On occasion, parties will request that a hearing be postponed pending the outcome of other administrative proceedings that might affect the outcome of the appeal, such as workers compensation appeals and applications for disability retirement. In other cases, parties may need additional time prior to a hearing to formulate their requests for discovery and complete the exchange of information pertinent to the appeal. Parties may ask the Board to delay scheduling to accommodate settlement negotiations or to accommodate conflicts in the witnesses or the representatives schedules. In others, the ultimate disposition of an appeal may be delayed in order to provide sufficient time for the parties to fully present their evidence and argument. By way of example, Docket #2002-T-10, a termination appeal arising out of the Department of Health and Human Services, was received by the Board on December 13, 2001. Within thirty days, the parties had appeared for a pre-hearing conference to outline the scope of the hearing, ascertain the number of witnesses who would be called to testify, and establish a hearing schedule. The parties were not all available for the hearing until March 6, 2002, when the record was opened. The case then took a full six days to complete the public hearing. At the parties request, the record remained open until April 17, 2002, when the appellant submitted her last exhibit and the parties produced their written closing arguments. After a review of the evidence, the Board issued its decision 42 days later. Although the case described above should not be considered typical, cases like it are becoming more common. Appeals that once might have been scheduled for a one-day or a two-day public hearing may now take as many as five or six days to complete. In an effort to address the problems that such extended proceedings can create for both the employee and the agency, the Board has recently instituted a process involving more extensive pre-hearing conferences between the parties. During those conferences, information can be exchanged in a less formal setting without the need for witnesses to be present. The Board hopes it can assist parties in finding more efficient means of presenting their evidence through jointly filed exhibits, stipulations as to matters of fact or proof, and submission of certain testimonial evidence in jointly filed affidavits. By doing so, the Board believes it can reduce significantly the number of days required to hear individual cases, making it possible to complete cases more quickly and free up hearing dates for timely disposition of other, less complicated appeals. Observations and Recommendations For Improvement of the Personnel System Performance Evaluations The requirement for agencies to conduct regular evaluations of employee performance is defined by RSA 21-I:42. As noted in the Boards FY 2001 Annual Report, the success of any performance evaluation system relies on managements ability to articulate performance expectations clearly and to measure performance not only in terms of job accountabilities but also in terms of anticipated outcomes. The law requires the employer to provide specific written performance expectations or criteria developed for the position in question [RSA 21-I:42, XIII (d)] The evaluation itself must be conducted at least once annually by the employees immediate supervisor and is intended to measure the employees job performance against those expectations. Most importantly, the law requires that employees be made aware of those expectations in advance of any evaluation, and that employees be permitted to participate in the evaluation process. Last year, the Board had an opportunity to meet with a committee of Human Resource Administrators who were then in the process of revising the forms used by State agencies for conducting performance evaluations. The process they recommended included an annual review of each employees supplemental job description as well a discussion with each employee of the States policy prohibiting sexual harassment and the States newly adopted domestic violence policy. The evaluation format that they recommended also included benchmarks defining the various levels of performance as more than simply meeting or not meeting expectations. Whatever form or forms the State eventually adopts, the Board is enormously encouraged to see the evaluation process itself evolve into a system that promotes discussion and involves all employees in a meaningful dialogue and exchange of information. Clearly defined expectations, honest and timely feedback, and the opportunity for meaningful two-way communication between a supervisor and an employee are critical to successful performance at both the individual and the agency level. The evaluation process must do more than measure an employees capacity for completing a series of tasks. It should provide an opportunity for employees to understand their contribution to the agency and explore with their supervisors the means of improving both the quality of work performed and the prospects for enhancing the delivery of services to the citizens of New Hampshire. Discipline and Due Process All classified State employees are subject to the Rules of the Division of Personnel as adopted by the Director under the authority of RSA 21-I:43. The purpose of those rules, adopted in 1992 and revised in 1998, is described in part as establishing a state system of personnel administration based on merit principles and accepted methods for the recruitment, appointment, compensation, promotion, transfer, layoff, removal and discipline of classified state employees [Per 101(a), NH Code of Administrative Rules]. Although not expressly stated, those rules also establish certain due process rights for employees to protect them against violations or misapplications of those rules. In prior reports, the Board has devoted a substantial amount of its report to the issues of discipline and due process. In light of the fact that roughly seventy-five percent of the Boards caseload in fiscal year 2002 involved termination from employment or some lesser form of discipline, it continues to be an appropriate focus for discussion. Of the nineteen appeals arising from the termination of a permanent employee, only three involved a process of progressive discipline. The remaining sixteen terminations of permanent employees resulted from a single incident or offense deemed egregious enough to warrant immediate dismissal without prior warning. Especially in those cases where progressive discipline is not employed, agencies should take particular care to ensure that employees are afforded every opportunity to understand the nature and extent of the allegations supporting the agencys decision to dismiss the employee, to review and refute the evidence supporting that decision, and to challenge the decision itself on the grounds of fairness and equity. As the Board wrote in its FY 2001 Report, a fair and honest exchange of information between the parties is usually the most effective way of avoiding errors. If an agency has misinterpreted the evidence or is unaware of additional evidence, appropriate pre-disciplinary disclosure by both parties could suggest a different course of action and a better resolution for both parties. Beyond the question of fundamental fairness, agencies must also be mindful of the liabilities associated with any failure to afford employees the protections of due process. In a 1998 decision of the New Hampshire Supreme Court in the Appeal of Edward A. Boulay (96-085), the Court wrote: Although NHTI officials met with the petitioner on various occasions, they failed to provide him with all of the evidence on which they based their decision to dismiss himNHTI's failure to provide the petitioner with this information prior to his dismissal violated Per 1001.08(f)(1) and (4). See Ackerman v. Ambach, 530 N.Y.S.2d 893, 894 (App. Div. 1988) ("The dates and nature of the alleged misconduct must be sufficiently precise, when considered with information available to the charged individual, to allow the presentation of an intelligent defense.") The board indicated that it was "not persuaded to over-turn the termination solely on the basis of the Institute's alleged violation of Per 1001.08(f)." Instead, the board reinstated the petitioner based on NHTI's failure to provide him with adequate notice. While we agree with the board's decision to reinstate the petitioner, we conclude on the record before us that NHTI violated Per 1001.08(f). Because NHTI violated this administrative rule, the petitioner is also entitled to back pay and benefits pursuant to RSA 21-I:58. Accordingly, we remand for a determination of back pay and benefits. The appointing authority clearly has the burden to provide the employee with enough information to explain the reasons for the dismissal and to allow the employee an opportunity to refute that information. Per 1001.08 (c), the current version of Per 1001.08 (f), requires the appointing authority, to do three specific things prior to dismissing a permanent classified employee: (1) Offer to meet with the employee to discuss whatever evidence the appointing authority believes supports the decision to dismiss the employee; (2) Offer to provide the employee with an opportunity to refute the evidence presented by the appointing authority and (3) Document in writing the nature and extent of the offense. Parties regularly ask the Board to clarify the phrase whatever evidence the appointing authority believes supports the decision to dismiss, in light of the standard established by the Court in Boulay. Appellants argue that the appointing authority must provide the employee with any and all evidence the appointing authority had in its possession that might have been considered in the decision to dismiss. Agencies ask the Board to read the rule more narrowly. The Board also has been asked to determine whether the employees opportunity to refute or challenge the information provided by the appointing authority must occur at the termination meeting. Whenever an agency is contemplating disciplinary action, particularly when that discipline may include dismissal, it should pay particular attention to the language from Ackerman v. Ambach that the Court cited in its 1998 Boulay decision: The dates and nature of the alleged misconduct must be sufficiently precise, when considered with information available to the charged individual, to allow the presentation of an intelligent defense. When an agency reaches a final decision to dismiss an employee without allowing that employee to mount an intelligent defense, the agency has arguably violated the employees rights to due process as described by the Personnel Rules. While the Board will not necessarily reverse an agencys decision to dismiss an employee purely on the basis of an alleged due process violation, a decision by the Board coupled with a finding that the agency violated the employees rights to due process will, as a matter of law, result in reinstatement with back pay and benefits consistent with the provisions of RSA 21-I:58. Docket NumberAppellant NameAppellant First NameAgency NameAction Under AppealDecisionsCase Decision Date2001-T-007SWEETDONALDDEPT OF HEALTH & HUMAN SERVICESPROBATIONARY TERMINATIONDISMISSED FOR FAILURE TO APPEAR AT HEARING7/3/20012001-T-010PREVEROBINDEPT OF EMERGENCY MANAGEMENTTERMINATION FOR FALSIFYING REQUESTS FOR OVERTIMEDENIED11/14/20012001-T-012LORDROBERTPARI-MUTUEL COMMISSIONTERMINATION FOR WILLFUL FALSIFICATION OF AGENCY RECORDSGRANTED8/1/20012001-T-013TATESTEVENDEPT OF TRANSPORTATIONTERMINATION FOR WILLFUL ABUSE, MISUSE, DESTRUCTION OF STATE PROPERTYWITHDRAWN8/15/20012001-T-014SHINERPAMELANH VETERANS HOMETERMINATION FROM PART-TIME POSITION FOR EXCESSIVE ABSENCESDISMISSED FOR LACK OF SUBJECT MATTER JURISDICTION11/15/20012001-T-015KILCULLENHILARYNH HOSPITALTERMINATION FROM PART-TIME EMPLOYMENT AFTER REFUSING TO SIGN WORKPLAN FOR RETURN TO DUTYWITHDRAWN7/27/20012000-P-008EMERSONIRISDEPT OF TRANSPORTATIONNON-SELECTION FOR PROMOTION TO SENIOR RADIO DISPATCHERDISMISSED FOR FAILURE TO PROSECUTE APPEAL TO COMPLETION7/30/20012001-C-003CONSERVATION OFFICERSFISH AND GAME DEPTDENIAL OF REALLOCATION FROM S.G. 16 TO S.G. 17GRANTED7/30/20012001-D-003DROWNBRADCORRECTIONS DEPARTMENTWRITTEN WARNING FOR FAILING TO MEET WORK STANDARDSGRANTED3/20/20022001-D-005DEARBORNCOREYYOUTH DEVELOPMENT SERVICESSUSPENSION WITHOUT PAYWITHDRAWN8/8/20012001-D-007PETERSJOSEPHYOUTH DEVELOPMENT SERVICESLETTER OF WARNING AND SUSPENSION WITHOUT PAYWITHDRAWN8/8/20012001-D-009POTTERDENNISCORRECTIONS DEPARTMENTDISCIPLINARY DEMOTION FROM CORRECTIONS SERGEANT TO CORRECTIONS OFFICERDENIED11/14/20012001-D-010WEFERSMARKCORRECTIONS DEPARTMENTLETTER OF WARNING FOR FAILING TO MEET WORK STANDARDSGRANTED IN PART11/14/20012001-T-006O'CONNELLDENISDEPT OF REVENUE ADMINISTRATIONTERMINATION FOR REFUSAL TO ACCEPT JOB ASSIGNMENT, ABSENCE 3 DAYS, WILLFUL INSUBORDINATIONDENIED11/14/20012001-C-005CHIEF SECURITY OFFICERNH HOSPITALDENIED REALLOCATIONWITHDRAWN11/27/20012001-C-006ASSISTANT CHIEF SECURITY OFFICERNH HOSPITALDENIED REALLOCATIONWITHDRAWN11/27/20012001-C-007SECURITY OFFICERNH HOSPITALDENIED REALLOCATIONWITHDRAWN11/27/20012001-T-016TODTRUSSELLYOUTH DEVELOPMENT SERVICESTERMINATION FROM PERMANENT POSITION AS DORMITORY SUPERVISOR IIWITHDRAWN7/24/20012001-P-001ASSELINLORETTAGLENCLIFF HOME FOR THE ELDERLYNON-SELECTION FOR PROMOTION TO MEDICAL RECORDS SUPERVISORWITHDRAWN9/17/20012001-C-004RADIO DISPATCHERSNH HOSPITALDENIED REALLOCATIONWITHDRAWN11/27/20012002-D-001SCHWEITZERMARYNH VETERANS HOMELETTER OF WARNING FOR UNPROFESSIONAL BEHAVIORGRANTED10/24/20012002-T-014MARTINJOHNCORRECTIONS DEPARTMENTTERMINATION FOR VIOLATION OF POSTED POLICYWITHDRAWN6/18/20022002-T-005MICHAUDMARCNH REGIONAL TECH COMMUNITY COLLEGESTERMINATION AFTER NOTICE OF RESIGNATION PROVIDEDWITHDRAWN10/3/20012002-T-006CORDERODAMASODEPT OF HEALTH & HUMAN SERVICESTERMINATION/FORCED RESIGNATIONDISMISSED FOR FAILURE TO TIMELY FILE12/12/20012002-C-001LIQUOR LAW ENFORCEMENT OFFICERSNH LIQUOR COMMISSIONREALLOCATION - DIRECTOR'S REFUSAL TO INCREASE POSITION CLASSIFICATION MORE THAN ONE SALARY GRADEDENIED3/20/20022002-C-002LIQUOR LAW ENFORCEMENT SERGEANTSLIQUOR COMMISSIONREALLOCATION - DIRECTOR'S REFUSAL TO INCREASE MORE THAN ONE SALARY GRADEDENIED3/20/20022002-C-003ASSISTANT CHIEF OF LIQUOR LAW ENFORCEMENTLIQUOR COMMISSIONREALLOCATION - DIRECTOR'S REFUSAL TO INCREASE MORE THAN ONE SALARY GRADEDENIED3/20/20022002-C-004CHIEF OF LIQUOR LAW ENFORCEMENTLIQUOR COMMISSIONREALLOCATION - DIRECTOR'S REFUSAL TO INCREASE MORE THAN ONE SALARY GRADEDENIED3/20/20022002-T-002HAVENERJASONNH HOSPITALTERMINATION FOR VIOLATION OF BOUNDARY POLICY BY MAINTAINING A RELATIONSHIP WITH FORMER PATIENTDISMISSED FOR FAILURE TO EXECUTE SETTLEMENT AGREEMENT10/12/20012002-T-004MATTHEWSPAULDEPT OF TRANSPORTATIONTERMINATION FOR THEFT OF VALUABLE GOODS OR SERVICES, WILLFUL FALSIFICATION OF AGENCY RECORDSWITHDRAWN11/13/20012002-O-001PERKINSRUSSELLDEPT OF TRANSPORTATIONINVOLUNTARY TRANSFER, DENIAL OF ACCESS TO INFORMATION FROM INVESTIGATIONWITHDRAWN9/10/20012002-T-007NUDDLEANNEDEPT OF JUSTICETERMINATION FOR FAILING TO MEET PROMOTIONAL PROBATIONARY WORK STANDARDWITHDRAWN11/26/20012002-T-008ANNISHEIDIDEPT OF REVENUE ADMINISTRATIONTERMINATION FOR ABSENCE OF 3 OR MORE CONSECUTIVE WORK DAYS WITHOUT ADEQUATE NOTICE OR EXCUSEDISMISSED FOR FAILURE TO APPEAR AT SCHEDULED HEARING12/5/20012002-D-002SHAUGHNESSYJOHNDEPT OF EMERGENCY MANAGEMENTSUSPENSION WITHOUT PAY FOR WILLFUL INSUBORDINATIONDISMISSED FOR FAILURE TO APPEAR AT SCHEDULED HEARING 3/1/20022002-T-009JENKERSONHEIDINH HOSPITALTERMINATION UPON ISSUANCE OF 4TH WRITTEN WARNING FOR CONTINUED UNSATISFACTORY ATTENDANCEDISMISSED FOR FAILURE TO APPEAR AT SCHEDULED HEARING12/12/20012002-C-005GRIFFINCAROLNH HOSPITALRECLASSIFICATION DENIED RETROACTIVE TO 1999DENIED5/22/20022002-C-006SHOULDISVICKYNH HOSPITALRECLASSIFICATION DENIED RETROACTIVE TO 1999DENIED5/22/20022002-C-007WEIGHTS & MEASURES INSPECTORSDEPT OF AGRICULTURE, MARKETS & FOODREALLOCATION DENIED FROM SG 15 TO SG 17DENIED2/27/20022002-D-003PERKINSRUSSELLDEPT OF TRANSPORTATION5-DAY SUSPENSION WITHOUT PAY FOR SEXUAL HARASSMENTWITHDRAWN2/22/20022002-T-010POITRASSHARONDEPT OF HEALTH & HUMAN SERVICESTERMINATION FOR VIOLATION OF POSTED AGENCY POLICYGRANTED5/29/20022002-D-004COULOMBEBRIANCORRECTIONS DEPARTMENTLETTER OF WARNING FOR FAILING TO MEET WORK STANDARDSDENIED3/26/20022002-D-005LATAWIECFRANCESCAOFFICE OF STATE PLANNINGLETTER OF WARNING FOR FAILING TO MEET WORK STANDARDDENIED3/26/20022002-D-006LOVEGREENSUSANDEPT OF HEALTH & HUMAN SVCSLETTER OF WARNING FOR FAILING TO MEET WORK STANDARDSDENIED5/6/20022002-O-002NAHODILSCOTTCORRECTIONS DEPARTMENTCIVIL LEAVE DENIED FOR OUT OF STATE TRAVEL TIMEDENIED4/17/20022002-D-012MULLINMADELINEDEPT OF SAFETYLETTER OF WARNING FOR FAILING TO MEET WORK STANDARDSDENIED4/24/20022002-O-003CHASELAURIEDEPT OF EDUCATIONREFUSAL TO CERTIFY APPLICATION FOR TECHNICAL SUPPORT SPECIALISTWITHDRAWN3/26/20022002-T-017ADDAMS-CONNARTONLAURANH PORT AUTHORITYPROBATIONARY TERMINATION FOR FAILING TO MEET WORK STANDARDSWITHDRAWN6/20/2002 Acknowledgments The Board wishes to acknowledge and express its sincere gratitude to the Governor and members of the Executive Council for their continued interest and support. Governor Jeanne Shaheen Members of the Executive Council  HYPERLINK "http://www.state.nh.us/council/district1.html" Raymond S. Burton, District 1  HYPERLINK "http://www.state.nh.us/council/district2.html" Peter J. Spaulding, District 2  HYPERLINK "http://www.state.nh.us/council/district3.html" Ruth L. Griffin, District 3 Raymond J. Wieczorek, District 4  HYPERLINK "http://www.state.nh.us/council/district5.html" David K. Wheeler, District 5 The Board also wishes to express its appreciation to Commissioner Donald Hill and Personnel Director Thomas Manning for their continuing support. The Boards work would be impossible to accomplish without the budgetary support and the physical and administrative resources of the Department of Administrative Services and the Division of Personnel. Finally, the Board thanks its Executive Secretary for her help and her advice on ways to make the appeals process accessible to employees throughout the State. 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