{"formats":[{"name":"JSON","format":"json","url":"\/downloads\/2025\/code-json\/2.2-1202.1.json"},{"name":"Plain Text","format":"text","url":"\/downloads\/2025\/code-text\/2.2-1202.1.txt"},{"name":"XML","format":"xml","url":"\/downloads\/2025\/code-xml\/2.2-1202.1.xml"},{"name":"HTML","format":"html","url":"\/downloads\/2025\/code-html\/2.2-1202.1.html"}],"law_id":80462,"edition_id":1,"section_id":80462,"structure_id":14104,"section_number":"2.2-1202.1","catch_line":"Additional powers and duties of Director; employment dispute resolution","history":"1995, cc. 16, 646, 770, 818, \u00a7 2.1-116.03; 1996, cc. 164, 869; 1998, c. 263; 2000, cc. 66, 657, 947, 1006; 2001, c. 844, \u00a7 2.2-1001; 2012, cc. 56, 349, 803, 835; 2013, cc. 572, 690, 717, 723.","full_text":"The Director shall:\n\n1\n\nEstablish a comprehensive program of employee relations management that includes alternative processes for resolving employment disputes;2\n\nEstablish the grievance procedure and a statewide mediation program;3\n\nAdopt rules and set hearing officer fees for grievance hearings;4\n\nFor employees who are covered by the grievance procedure, (i) provide forms necessary for the proper use of the grievance procedure; (ii) direct full compliance with the grievance procedure process; and (iii) investigate allegations of retaliation as the result of use of or participation in the grievance procedure or of reporting, in good faith, an allegation of fraud, waste, or abuse to the Fraud, Waste and Abuse Hotline and advise the agency head of the findings;5\n\nRender final decisions, containing the reasons for such decision, on all matters related to access to the grievance procedure, procedural compliance with the grievance procedure, and qualification for hearing;6\n\nEstablish a process to select, on a rotating basis, hearing officers for grievance hearings from (i) the list maintained by the Executive Secretary of the Supreme Court or (ii) attorneys hired as classified employees by the Department through a competitive selection process; train and assign such hearing officers to conduct grievance hearings; evaluate the quality of their services to determine eligibility for continued selection; and, if deemed ineligible for continued selection, establish policies for removing such hearing officers from consideration for future selection;7\n\nPublish hearing officer decisions and Department rulings;8\n\nEstablish a training program for human resources personnel on employee relations management and employment rights and responsibilities;9\n\nImplement a comprehensive training and instructional program for all supervisory personnel that includes the role of the grievance procedure in harmonious employee relations management. The training program shall also include methods for supervisors to instruct nonsupervisory personnel in the use of the grievance procedure. Use of the grievance procedure to resolve disputes shall be encouraged. In-house resources shall be developed to allow the Department and its personnel to conduct onsite training of this nature for units and agencies of state government throughout Virginia. The Department shall assist agencies in establishing performance criteria for such supervisory personnel;10\n\nProvide information upon the request of any employee concerning personnel policies, regulations, and law applicable to the grievance procedure and counsel employees in the resolution of conflict in the workplace;11\n\nEstablish and maintain a toll-free telephone number to facilitate access by employees to the services of the Department;12\n\nCollect information and statistical data regarding the use of the grievance procedure and the effectiveness of employee relations management in the various state agencies;13\n\nMake recommendations to the Governor and the General Assembly to improve the grievance procedure and employee relations management;14\n\nConduct such training seminars and educational programs for the members and staff of agencies and public bodies and other interested persons on the use of dispute resolution proceedings as the Director determines appropriate;15\n\nExercise such other powers and perform such other duties as may be requested by the Governor; and16\n\nPerform all acts and employ such personnel as may be required, necessary, or convenient to carry out the provisions of this section.","order_by":null,"text":{"0":{"id":288221,"text":"The Director shall:","type":"section","prefixes":[""],"prefix":"","entire_prefix":"","prefix_anchor":"","level":1,"next_prefix":"1"},"1":{"id":288222,"text":"Establish a comprehensive program of employee relations management that includes alternative processes for resolving employment disputes;","type":"section","prefixes":["1"],"prefix":"1","entire_prefix":"1","prefix_anchor":"1","level":1,"prior_prefix":"","next_prefix":"2"},"2":{"id":288223,"text":"Establish the grievance procedure and a statewide mediation program;","type":"section","prefixes":["2"],"prefix":"2","entire_prefix":"2","prefix_anchor":"2","level":1,"prior_prefix":"1","next_prefix":"3"},"3":{"id":288224,"text":"Adopt rules and set hearing officer fees for grievance hearings;","type":"section","prefixes":["3"],"prefix":"3","entire_prefix":"3","prefix_anchor":"3","level":1,"prior_prefix":"2","next_prefix":"4"},"4":{"id":288225,"text":"For employees who are covered by the grievance procedure, (i) provide forms necessary for the proper use of the grievance procedure; (ii) direct full compliance with the grievance procedure process; and (iii) investigate allegations of retaliation as the result of use of or participation in the grievance procedure or of reporting, in good faith, an allegation of fraud, waste, or abuse to the Fraud, Waste and Abuse Hotline and advise the agency head of the findings;","type":"section","prefixes":["4"],"prefix":"4","entire_prefix":"4","prefix_anchor":"4","level":1,"prior_prefix":"3","next_prefix":"5"},"5":{"id":288226,"text":"Render final decisions, containing the reasons for such decision, on all matters related to access to the grievance procedure, procedural compliance with the grievance procedure, and qualification for hearing;","type":"section","prefixes":["5"],"prefix":"5","entire_prefix":"5","prefix_anchor":"5","level":1,"prior_prefix":"4","next_prefix":"6"},"6":{"id":288227,"text":"Establish a process to select, on a rotating basis, hearing officers for grievance hearings from (i) the list maintained by the Executive Secretary of the Supreme Court or (ii) attorneys hired as classified employees by the Department through a competitive selection process; train and assign such hearing officers to conduct grievance hearings; evaluate the quality of their services to determine eligibility for continued selection; and, if deemed ineligible for continued selection, establish policies for removing such hearing officers from consideration for future selection;","type":"section","prefixes":["6"],"prefix":"6","entire_prefix":"6","prefix_anchor":"6","level":1,"prior_prefix":"5","next_prefix":"7"},"7":{"id":288228,"text":"Publish hearing officer decisions and Department rulings;","type":"section","prefixes":["7"],"prefix":"7","entire_prefix":"7","prefix_anchor":"7","level":1,"prior_prefix":"6","next_prefix":"8"},"8":{"id":288229,"text":"Establish a training program for human resources personnel on employee relations management and employment rights and responsibilities;","type":"section","prefixes":["8"],"prefix":"8","entire_prefix":"8","prefix_anchor":"8","level":1,"prior_prefix":"7","next_prefix":"9"},"9":{"id":288230,"text":"Implement a comprehensive training and instructional program for all supervisory personnel that includes the role of the grievance procedure in harmonious employee relations management. The training program shall also include methods for supervisors to instruct nonsupervisory personnel in the use of the grievance procedure. Use of the grievance procedure to resolve disputes shall be encouraged. In-house resources shall be developed to allow the Department and its personnel to conduct onsite training of this nature for units and agencies of state government throughout Virginia. The Department shall assist agencies in establishing performance criteria for such supervisory personnel;","type":"section","prefixes":["9"],"prefix":"9","entire_prefix":"9","prefix_anchor":"9","level":1,"prior_prefix":"8","next_prefix":"10"},"10":{"id":288231,"text":"Provide information upon the request of any employee concerning personnel policies, regulations, and law applicable to the grievance procedure and counsel employees in the resolution of conflict in the workplace;","type":"section","prefixes":["10"],"prefix":"10","entire_prefix":"10","prefix_anchor":"10","level":1,"prior_prefix":"9","next_prefix":"11"},"11":{"id":288232,"text":"Establish and maintain a toll-free telephone number to facilitate access by employees to the services of the Department;","type":"section","prefixes":["11"],"prefix":"11","entire_prefix":"11","prefix_anchor":"11","level":1,"prior_prefix":"10","next_prefix":"12"},"12":{"id":288233,"text":"Collect information and statistical data regarding the use of the grievance procedure and the effectiveness of employee relations management in the various state agencies;","type":"section","prefixes":["12"],"prefix":"12","entire_prefix":"12","prefix_anchor":"12","level":1,"prior_prefix":"11","next_prefix":"13"},"13":{"id":288234,"text":"Make recommendations to the Governor and the General Assembly to improve the grievance procedure and employee relations management;","type":"section","prefixes":["13"],"prefix":"13","entire_prefix":"13","prefix_anchor":"13","level":1,"prior_prefix":"12","next_prefix":"14"},"14":{"id":288235,"text":"Conduct such training seminars and educational programs for the members and staff of agencies and public bodies and other interested persons on the use of dispute resolution proceedings as the Director determines appropriate;","type":"section","prefixes":["14"],"prefix":"14","entire_prefix":"14","prefix_anchor":"14","level":1,"prior_prefix":"13","next_prefix":"15"},"15":{"id":288236,"text":"Exercise such other powers and perform such other duties as may be requested by the Governor; and","type":"section","prefixes":["15"],"prefix":"15","entire_prefix":"15","prefix_anchor":"15","level":1,"prior_prefix":"14","next_prefix":"16"},"16":{"id":288237,"text":"Perform all acts and employ such personnel as may be required, necessary, or convenient to carry out the provisions of this section.","type":"section","prefixes":["16"],"prefix":"16","entire_prefix":"16","prefix_anchor":"16","level":1,"prior_prefix":"15"}},"ancestry":[{"id":14104,"edition_id":1,"name":"Department of Human Resource Management","identifier":"12","label":"chapter","depth":4,"order_by":1,"parent_id":13092,"metadata":{},"date_created":"2026-06-26 03:46:53","date_modified":"2026-06-26 03:46:53","permalink":{"id":172859,"object_type":"structure","relational_id":14104,"identifier":"12","token":"2.2\/I\/C\/12","url":"\/2.2\/I\/C\/12\/","edition_id":1,"permalink":0,"preferred":1}},{"id":13092,"edition_id":1,"name":"State Agencies Related to the General Operation of Government","identifier":"C","label":"part","depth":3,"order_by":1,"parent_id":12784,"metadata":{},"date_created":"2026-06-26 03:44:16","date_modified":"2026-06-26 03:44:16","permalink":{"id":172453,"object_type":"structure","relational_id":13092,"identifier":"C","token":"2.2\/I\/C","url":"\/2.2\/I\/C\/","edition_id":1,"permalink":0,"preferred":1}},{"id":12784,"edition_id":1,"name":"Organization of State Government","identifier":"I","label":"subtitle","depth":2,"order_by":1,"parent_id":12749,"metadata":{},"date_created":"2026-06-26 03:43:53","date_modified":"2026-06-26 03:43:53","permalink":{"id":171455,"object_type":"structure","relational_id":12784,"identifier":"I","token":"2.2\/I","url":"\/2.2\/I\/","edition_id":1,"permalink":0,"preferred":1}},{"id":12749,"edition_id":1,"name":"Administration of Government","identifier":"2.2","label":"title","depth":1,"order_by":1,"parent_id":null,"metadata":{},"date_created":"2026-06-26 03:43:51","date_modified":"2026-06-26 03:43:51","permalink":{"id":171453,"object_type":"structure","relational_id":12749,"identifier":"2.2","token":"2.2","url":"\/2.2\/","edition_id":1,"permalink":0,"preferred":1}}],"structure_contents":[{"id":82177,"structure_id":14104,"section_number":"2.2-1200","catch_line":"Department of Human Resource Management created; Director","url":"\/2.2-1200\/","token":"2.2\/I\/C\/12\/2.2-1200","metadata":false},{"id":75472,"structure_id":14104,"section_number":"2.2-1201","catch_line":"Duties of Department; Director","url":"\/2.2-1201\/","token":"2.2\/I\/C\/12\/2.2-1201","metadata":false},{"id":55235,"structure_id":14104,"section_number":"2.2-1201.1","catch_line":"Criminal background checks for certain positions","url":"\/2.2-1201.1\/","token":"2.2\/I\/C\/12\/2.2-1201.1","metadata":false},{"id":56381,"structure_id":14104,"section_number":"2.2-1202","catch_line":"Review of employee compensation; biennial report on employee recruitment and retention","url":"\/2.2-1202\/","token":"2.2\/I\/C\/12\/2.2-1202","metadata":false},{"id":80462,"structure_id":14104,"section_number":"2.2-1202.1","catch_line":"Additional powers and duties of Director; employment dispute resolution","url":"\/2.2-1202.1\/","token":"2.2\/I\/C\/12\/2.2-1202.1","metadata":false},{"id":64992,"structure_id":14104,"section_number":"2.2-1203","catch_line":"Certain information not to be made public","url":"\/2.2-1203\/","token":"2.2\/I\/C\/12\/2.2-1203","metadata":false},{"id":64954,"structure_id":14104,"section_number":"2.2-1204","catch_line":"Health insurance program for employees of local governments, local officers, teachers, etc.; definitions","url":"\/2.2-1204\/","token":"2.2\/I\/C\/12\/2.2-1204","metadata":false},{"id":56132,"structure_id":14104,"section_number":"2.2-1205","catch_line":"Purchase of continued health insurance coverage by the surviving spouse and any dependents of an active or retired local law-enforcement officer, firefighter, etc., through the Department","url":"\/2.2-1205\/","token":"2.2\/I\/C\/12\/2.2-1205","metadata":false},{"id":81711,"structure_id":14104,"section_number":"2.2-1206","catch_line":"Purchase of continued health insurance coverage by the surviving spouse and any dependents of an active local law-enforcement officer, firefighter, etc., through a plan sponsor","url":"\/2.2-1206\/","token":"2.2\/I\/C\/12\/2.2-1206","metadata":false},{"id":86863,"structure_id":14104,"section_number":"2.2-1207","catch_line":"Long-term care insurance program for employees of local governments, local officers, and teachers","url":"\/2.2-1207\/","token":"2.2\/I\/C\/12\/2.2-1207","metadata":false},{"id":83254,"structure_id":14104,"section_number":"2.2-1208","catch_line":"Long-term care insurance","url":"\/2.2-1208\/","token":"2.2\/I\/C\/12\/2.2-1208","metadata":false},{"id":87418,"structure_id":14104,"section_number":"2.2-1209","catch_line":"Agency director human resource training and agency succession planning","url":"\/2.2-1209\/","token":"2.2\/I\/C\/12\/2.2-1209","metadata":false},{"id":64782,"structure_id":14104,"section_number":"2.2-1210","catch_line":"Parental leave","url":"\/2.2-1210\/","token":"2.2\/I\/C\/12\/2.2-1210","metadata":false},{"id":62084,"structure_id":14104,"section_number":"2.2-1211","catch_line":"Required diversity and cultural competency training","url":"\/2.2-1211\/","token":"2.2\/I\/C\/12\/2.2-1211","metadata":false},{"id":77375,"structure_id":14104,"section_number":"2.2-1212","catch_line":"Required online safety and disaster awareness training","url":"\/2.2-1212\/","token":"2.2\/I\/C\/12\/2.2-1212","metadata":false},{"id":64974,"structure_id":14104,"section_number":"2.2-1213","catch_line":"Alternative application for employment for persons with a disability; report","url":"\/2.2-1213\/","token":"2.2\/I\/C\/12\/2.2-1213","metadata":false},{"id":80651,"structure_id":14104,"section_number":"2.2-1214","catch_line":"Hiring on the basis of direct experience","url":"\/2.2-1214\/","token":"2.2\/I\/C\/12\/2.2-1214","metadata":false}],"previous_section":{"id":56381,"structure_id":14104,"section_number":"2.2-1202","catch_line":"Review of employee compensation; biennial report on employee recruitment and retention","url":"\/2.2-1202\/","token":"2.2\/I\/C\/12\/2.2-1202","metadata":false},"next_section":{"id":64992,"structure_id":14104,"section_number":"2.2-1203","catch_line":"Certain information not to be made public","url":"\/2.2-1203\/","token":"2.2\/I\/C\/12\/2.2-1203","metadata":false},"metadata":false,"official_url":"https:\/\/law.lis.virginia.gov\/vacode\/2.2-1202.1\/","history_text":"

This law was first created in 1995. The record of its establishment is cataloged in chapters 16<\/a>, 646<\/a>, 770<\/a>, and 818<\/a> of that year\u2019s edition of \u201cActs of Assembly,\u201d the annual state publication listing all changes made to the Code of Virginia in that year. It has been modified 6 times. Those modifications are cataloged by \u201cThe Acts of Assembly,\u201d a state publication, by year and chapter. Those modifications that can be read on the General Assembly\u2019s website will be linked accordingly. Those modifications are as follows: in 1996, chapters 164<\/a> and 869<\/a>; in 1998, chapter 263<\/a>; in 2000, chapters 66<\/a>, 657<\/a>, 947<\/a>, and 1006<\/a>; in 2001, chapter 844<\/a>; in 2012, chapters 56<\/a>, 349<\/a>, 803<\/a>, and 835<\/a>; in 2013, chapters 572<\/a>, 690<\/a>, 717<\/a>, and 723<\/a>.<\/p>","references":[{"id":65650,"section_number":"15.2-738","catch_line":"Modification of grievance procedure","order_by":null,"url":"\/15.2-738\/"},{"id":75224,"section_number":"2.2-3000","catch_line":"Policy of the Commonwealth; responsibilities of state agencies under this chapter","order_by":null,"url":"\/2.2-3000\/"},{"id":68034,"section_number":"2.2-3005","catch_line":"Hearing officers; duties","order_by":null,"url":"\/2.2-3005\/"},{"id":60944,"section_number":"2.2-4117","catch_line":"State agency promotion of dispute resolution proceedings","order_by":null,"url":"\/2.2-4117\/"},{"id":68320,"section_number":"30-34.2:1","catch_line":"Powers, duties and functions of Capitol Police","order_by":null,"url":"\/30-34.2_1\/"},{"id":82115,"section_number":"40.1-51.4:4","catch_line":"Prohibition of use of polygraphs in certain employment situations","order_by":null,"url":"\/40.1-51.4_4\/"},{"id":67435,"section_number":"44-123.3","catch_line":"Fort Pickett Police; powers; duties; functions","order_by":null,"url":"\/44-123.3\/"},{"id":78683,"section_number":"51.1-124.22","catch_line":"Board to administer Retirement System; powers and duties","order_by":null,"url":"\/51.1-124.22\/"},{"id":84937,"section_number":"51.1-124.27","catch_line":"Employees of the Retirement System","order_by":null,"url":"\/51.1-124.27\/"},{"id":64963,"section_number":"8.01-418.2","catch_line":"Evidence of polygraph examination inadmissible in any proceeding","order_by":null,"url":"\/8.01-418.2\/"},{"id":71762,"section_number":"8.01-581.23","catch_line":"Civil immunity","order_by":null,"url":"\/8.01-581.23\/"}],"refers_to":false,"permalink":{"id":172877,"object_type":"law","relational_id":80462,"identifier":"2.2-1202.1","token":"2.2\/I\/C\/12\/2.2-1202.1","url":"\/2.2-1202.1\/","edition_id":1,"permalink":0,"preferred":1},"url":"\/2.2-1202.1\/","token":"2.2\/I\/C\/12\/2.2-1202.1","dublin_core":{"Title":"Additional powers and duties of Director; employment dispute resolution","Type":"Text","Format":"text\/html","Identifier":"\u00a7 2.2-1202.1","Relation":"Code of Virginia"},"html":"\n\t\t\t\t\t\t

The Director shall:<\/p><\/section>\n\t\t\t\t\t\t

1.<\/span> Establish a comprehensive program of employee relations management that includes alternative processes for resolving employment disputes; <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

2.<\/span> Establish the grievance procedure and a statewide mediation program; <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

3.<\/span> Adopt rules and set hearing<\/span> officer fees for grievance hearings<\/span>; <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

4.<\/span> For employees who are covered by the grievance procedure, (i) provide forms necessary for the proper use of the grievance procedure; (ii) direct full compliance with the grievance procedure process; and (iii) investigate allegations<\/span> of retaliation as the result of use of or participation in the grievance procedure or of reporting, in good faith, an allegation<\/span> of fraud<\/span>, waste, or abuse to the Fraud<\/span>, Waste and Abuse Hotline and advise the agency head of the findings<\/span>; <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

5.<\/span> Render final decisions, containing the reasons for such decision, on all matters related to access to the grievance procedure, procedural compliance with the grievance procedure, and qualification for hearing<\/span>; <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

6.<\/span> Establish a process to select, on a rotating basis, hearing<\/span> officers for grievance hearings<\/span> from (i) the list maintained by the Executive Secretary of the Supreme Court<\/span> or (ii) attorneys hired as classified employees by the Department through a competitive selection process; train and assign such hearing<\/span> officers to conduct grievance hearings<\/span>; evaluate the quality of their services to determine eligibility for continued selection; and, if deemed ineligible for continued selection, establish policies for removing such hearing<\/span> officers from consideration for future selection; <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

7.<\/span> Publish hearing<\/span> officer decisions and Department rulings; <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

8.<\/span> Establish a training program for human resources personnel on employee relations management and employment rights and responsibilities; <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

9.<\/span> Implement a comprehensive training and instructional program for all supervisory personnel that includes the role of the grievance procedure in harmonious employee relations management. The training program shall also include methods for supervisors to instruct nonsupervisory personnel in the use of the grievance procedure. Use of the grievance procedure to resolve disputes shall be encouraged. In-house resources shall be developed to allow the Department and its personnel to conduct onsite training of this nature for units and agencies of state government throughout Virginia. The Department shall assist agencies in establishing performance criteria for such supervisory personnel; <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

10.<\/span> Provide information upon the request of any employee concerning personnel policies, regulations, and law<\/span> applicable to the grievance procedure and counsel<\/span> employees in the resolution of conflict in the workplace; <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

11.<\/span> Establish and maintain a toll-free telephone number to facilitate access by employees to the services of the Department; <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

12.<\/span> Collect information and statistical data regarding the use of the grievance procedure and the effectiveness of employee relations management in the various state agencies; <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

13.<\/span> Make recommendations to the Governor and the General Assembly to improve the grievance procedure and employee relations management; <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

14.<\/span> Conduct such training seminars and educational programs for the members and staff of agencies and public bodies and other interested persons on the use of dispute resolution proceedings as the Director determines appropriate; <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

15.<\/span> Exercise such other powers and perform such other duties as may be requested by the Governor; and <\/i><\/a><\/p><\/section>\n\t\t\t\t\t\t

16.<\/span> Perform all acts and employ such personnel as may be required, necessary, or convenient to carry out the provisions of this section. <\/i><\/a><\/p><\/section>","plain_text":" CODE OF VIRGINIA\n\nADDITIONAL POWERS AND DUTIES OF DIRECTOR; EMPLOYMENT DISPUTE RESOLUTION (\u00a7\n2.2-1202.1)\n\nThe Director shall:\n\n1. Establish a comprehensive program of employee relations management that\nincludes alternative processes for resolving employment disputes;\n\n2. Establish the grievance procedure and a statewide mediation program;\n\n3. Adopt rules and set hearing officer fees for grievance hearings;\n\n4. For employees who are covered by the grievance procedure, (i) provide forms\nnecessary for the proper use of the grievance procedure; (ii) direct full\ncompliance with the grievance procedure process; and (iii) investigate\nallegations of retaliation as the result of use of or participation in the\ngrievance procedure or of reporting, in good faith, an allegation of fraud,\nwaste, or abuse to the Fraud, Waste and Abuse Hotline and advise the agency head\nof the findings;\n\n5. Render final decisions, containing the reasons for such decision, on all\nmatters related to access to the grievance procedure, procedural compliance with\nthe grievance procedure, and qualification for hearing;\n\n6. Establish a process to select, on a rotating basis, hearing officers for\ngrievance hearings from (i) the list maintained by the Executive Secretary of\nthe Supreme Court or (ii) attorneys hired as classified employees by the\nDepartment through a competitive selection process; train and assign such\nhearing officers to conduct grievance hearings; evaluate the quality of their\nservices to determine eligibility for continued selection; and, if deemed\nineligible for continued selection, establish policies for removing such hearing\nofficers from consideration for future selection;\n\n7. Publish hearing officer decisions and Department rulings;\n\n8. Establish a training program for human resources personnel on employee\nrelations management and employment rights and responsibilities;\n\n9. Implement a comprehensive training and instructional program for all\nsupervisory personnel that includes the role of the grievance procedure in\nharmonious employee relations management. The training program shall also\ninclude methods for supervisors to instruct nonsupervisory personnel in the use\nof the grievance procedure. Use of the grievance procedure to resolve disputes\nshall be encouraged. In-house resources shall be developed to allow the\nDepartment and its personnel to conduct onsite training of this nature for units\nand agencies of state government throughout Virginia. The Department shall\nassist agencies in establishing performance criteria for such supervisory\npersonnel;\n\n10. Provide information upon the request of any employee concerning personnel\npolicies, regulations, and law applicable to the grievance procedure and counsel\nemployees in the resolution of conflict in the workplace;\n\n11. Establish and maintain a toll-free telephone number to facilitate access by\nemployees to the services of the Department;\n\n12. Collect information and statistical data regarding the use of the grievance\nprocedure and the effectiveness of employee relations management in the various\nstate agencies;\n\n13. Make recommendations to the Governor and the General Assembly to improve the\ngrievance procedure and employee relations management;\n\n14. Conduct such training seminars and educational programs for the members and\nstaff of agencies and public bodies and other interested persons on the use of\ndispute resolution proceedings as the Director determines appropriate;\n\n15. Exercise such other powers and perform such other duties as may be requested\nby the Governor; and\n\n16. Perform all acts and employ such personnel as may be required, necessary, or\nconvenient to carry out the provisions of this section.\n\nHISTORY: 1995, cc. 16, 646, 770, 818, \u00a7 2.1-116.03; 1996, cc. 164, 869; 1998,\nc. 263; 2000, cc. 66, 657, 947, 1006; 2001, c. 844, \u00a7 2.2-1001; 2012, cc. 56,\n349, 803, 835; 2013, cc. 572, 690, 717, 723.","edition":{"id":1,"name":"2025","slug":"2025","date_created":"2026-06-21 22:39:22","date_modified":"2026-06-21 22:39:22","current":1,"order_by":1,"last_import":null}}