# Division 14. Grievances, Adverse Actions, and Appeals

Codified through Bill No. CB-018-2026, adopted May 12, 2026, effective July 24, 2026. Source: Municode, Supplement 2026 Update 2. Editorial notes and legislative history omitted.

## Division 14. Grievances, Adverse Actions, and Appeals

### Sec. 16-199. Appeal policy

Prince George's County, Md., Code § 16-199 (2026)

It shall be the policy of Prince George's County to insure that all employee appeals, whether as a result of an unresolved grievance or of an adverse action taken against an employee, are expeditiously considered and equitably adjudicated. All employees are encouraged to openly and freely express their views relative to conditions of their employment and, where necessary and appropriate, to exercise their appeal rights in accordance with the procedures stipulated in this Division without fear of reprisal or recrimination. In furtherance of the foregoing, it shall be wrongful for any appointing authority, supervisor, or the Director of Human Resources Management to discipline or otherwise take any retaliatory action against any employee, or to threaten any employee with any such action, on the basis of the employee's exercise of the appeal rights granted under the provisions of this Division, or for an employee's participation as a witness in any of the proceedings authorized herein.

### Sec. 16-200. Procedures for resolving a grievance

Prince George's County, Md., Code § 16-200 (2026)

(a) An employee shall be entitled to initiate a grievance in accordance with the following procedures:

  (1) To Responsible Official.

    (A) Where an employee has reason to believe that an act or acts by the employee's supervisor, appointing authority, or the Director of Human Resources Management, as the case may be, constitutes a grievance and where reasonable efforts on the part of the employee to informally resolve the grievance have been unsatisfactory, the employee shall file a written complaint with whichever of the foregoing officials was responsible for the act or acts giving rise to the grievance, setting forth in such written complaint the nature of the grievance and the relief sought by the employee; provided, however:

      (i) That where the act or acts of the official giving rise to the grievance are effectuated by a written human resources action which is authorized under the provisions of this Subtitle, and where the employee receives a final copy of such written human resources action, the employee shall file the written complaint required above with the responsible official no later than five (5) working days after the employee receives the final copy of the written human resources action; and

      (ii) With respect to any other act or acts of the official giving rise to the grievance, the employee shall file the written complaint required above with the responsible official within a reasonable period of time after the act or acts of the responsible official constituting the grievance becomes known to the employee; provided, however, that the failure of the employee to file the written complaint within such reasonable period of time shall constitute grounds for the denial of the relief sought by the aggrieved employee.

    (B) Upon the receipt of any written complaint filed by an employee pursuant to subparagraph (a)(1)(A), above, the responsible official shall investigate or cause to be investigated the allegations set forth in said complaint and shall respond, in writing, to the employee with respect to said complaint no later than fourteen (14) calendar days after the date of receipt thereof. The written response of the responsible official shall state whether or not any remedial action will be taken with respect to the complaint and, in either event, the reasons therefor. Where the written response of the responsible official indicates that remedial action will be taken, said written response shall also state when, in terms of an approximate date, event, or circumstance, the remedy or remedies will be forthcoming.

    (C) Any employee who has filed a written complaint, as required under subparagraph (a)(1)(A), above, shall be entitled to pursue the alleged grievance further, based on the circumstances set forth below, by filing a written complaint with the Director of Human Resources Management if the Director of Human Resources Management was not the responsible official with whom the employee filed the written complaint in the first instance; or, in the event that the Director of Human Resources Management was the responsible official with whom the employee filed the written complaint in the first instance, by filing a written notice of appeal with the Personnel Board. The entitlement of an employee to file a further written complaint with the Director of Human Resources Management, or to file a written notice of appeal with the Personnel Board, as provided in the preceding sentence of this subparagraph, shall be conditioned upon:

      (i) The fact that the responsible official with whom the employee filed the signed written complaint required under subparagraph (a)(1)(A), above, did not respond, in writing, to the employee's complaint within fourteen (14) calendar days after the date of receipt thereof, as required under subparagraph (a)(2), above;

      (ii) The fact that the employee is not satisfied with the written response of the responsible official with whom the employee filed the written complaint; or

      (iii) The fact that the remedy or remedies set forth in the written response of the responsible official were not effectuated under the conditions set forth in the official's written response.

    (D) The following procedures shall apply to the filing of a further written complaint with the Director of Human Resources Management, or the filing of a written notice of appeal with the Personnel Board, as provided under subparagraph (a)(1)(C), above:

      (i) Any employee who intends to file a further written complaint with the Director of Human Resources Management, or a written notice of appeal with the Personnel Board, under the circumstances described in subparagraph (a)(1)(C)(i), above, shall do so no later than five (5) working days after the date the responsible official was required to have responded to the employee;

      (ii) Any employee who intends to file a further written complaint with the Director of Human Resources Management, or a written notice of appeal with the Personnel Board, under the circumstances described in subparagraph (a)(1)(C)(ii), above, shall do so no later than five (5) working days after the date of receipt of the written response from the responsible official; and

      (iii) Any employee who intends to file a further written complaint with the Director of Human Resources Management, or a written notice of appeal with the Personnel Board, under the circumstances described in subparagraph (a)(1)(C)(iii), above, shall do so within a reasonable period of time after the employee becomes aware of the fact that the remedy or remedies set forth in the written response of the responsible official have not been effectuated under the conditions set forth in the written response; provided, however, that the failure of the employee to file the further written complaint or the written notice of appeal, as the case may be, within such reasonable period of time shall constitute grounds for the denial of the relief sought by the aggrieved employee.

  (2) To Director of Human Resources Management.

    (A) Whenever any employee files a further written complaint with the Director of Human Resources Management under the circumstances and procedures set forth under subparagraphs (a)(1)(C)(i) or (ii) and (a)(1)(D)(i), (ii), or (iii), above, respectively, any such written complaint:

      (i) Shall state the nature of the employee's unresolved grievance, the relief sought by the employee, and the circumstances under which the grievance has been filed; and,

      (ii) Shall be accompanied by a copy of the written complaint filed with the responsible official under subparagraph (a)(1)(A), above, and a copy of the written response of the responsible official, if any, as required under subparagraph (a)(1)(B), above.

    (B) Upon the receipt of any written complaint filed by an employee pursuant to subparagraph (a)(2)(A), above, the Director of Human Resources Management shall adhere to the provisions of subparagraph (a)(1)(B), above, with respect to investigating and responding to such complaint as if the Director of Human Resources Management were the responsible official with whom the employee filed the written complaint in the first instance.

    (C) Any employee who has filed a written complaint with the Director of Human Resources Management under the provisions of subparagraph (a)(2)(A), above, shall be entitled to file a written notice of appeal with the Personnel Board with respect to such written complaint under the circumstances set forth under subparagraph (a)(1)(C)(i), (ii), or (iii), above, as if the Director of Human Resources Management were the responsible official with whom the employee filed the written complaint in the first instance.

    (D) Any employee who intends to file a written notice of appeal with the Personnel Board under the provisions of subparagraph (a)(2)(C), above, shall do so in accordance with the filing procedures set forth in subparagraph (a)(1)(D)(i), (ii), or (iii), above, as if the Director of Human Resources Management were the responsible official with whom the employee filed the written complaint in the first instance.

  (3) To Personnel Board.

    (A) Whenever any employee files a written notice of appeal with the Personnel Board under the circumstances and procedures set forth in subparagraphs (a)(1)(C)(i), (ii), or (iii) and (a)(1)(D)(i), (ii), or (iii), or under the circumstances and procedures set forth in subparagraphs (a)(2)(C) and (D), as the case may be, any such employee shall additionally file with the Personnel Board, at the same time as the written notice of appeal is filed or no later than ten (10) working days after such notice has been filed, a separate written statement which:

      (i) Shall set forth the nature of the employee's unresolved grievance, the relief sought by the employee, and the circumstances under which the notice of appeal has been filed; and

      (ii) Shall be accompanied by a copy of any written complaint filed with a responsible official and/or the Director of Human Resources Management under Subsections (a)(1) and/or (a)(2), above, and a copy of any written responses of said officials in relation to said complaints, if any, as required under Subsections (a) and (b), above.

    (B) The Personnel Board shall hear and decide any such appeal of an unresolved grievance in accordance with the provisions of Section 16-203. The Personnel Board may dismiss a grievance if the employee fails to identify a specific violation.

### Sec. 16-201. Procedures for taking adverse actions and employee appeals therefrom

Prince George's County, Md., Code § 16-201 (2026)

(a) Adverse Actions by Appointing Authorities. The following procedures shall apply to the taking of adverse actions, except as provided in Subsection (b), below, against employees by appointing authorities and to the taking of employee appeals therefrom:

  (1) Whenever an appointing authority intends to take an adverse action against any employee under the appointing authority's jurisdiction, the appointing authority shall first serve the employee with a written statement of charges with respect to the proposed action no later than five (5) working days prior to the intended effective date of any such action. Any such written statement of charges shall state the specific grounds or other reasons for taking such action, and the fact that the employee shall be entitled to appeal such action to the Personnel Board in accordance with the provisions of Subsection (e), below.

  (2) At the same time as the appointing authority serves the statement of charges on the employee as required under subparagraph (a)(1), above, the appointing authority shall forward a copy of said statement to the Director of Human Resources Management in order to afford the Director of Human Resources Management an opportunity to review the proposed action, and to render advisory comments to the appointing authority with respect thereto; provided however, that in any case where the proposed adverse action to be taken against the employee constitutes a demotion any such adverse action shall be further subject to the approval of the Director of Human Resources Management with respect to the condition set forth in Section 16-148(a)(6)(B)(i).

  (3) Any such employee shall be entitled to respond, in writing, to any statement of charges served upon the employee under subparagraph (a)(1), above, provided such written response is filed with the appointing authority no later than five (5) working days after the date of receipt of the statement of charges by the employee.

  (4) Prior to serving any final written notice of adverse action on any such employee, the appointing authority shall consider any advisory comments rendered by the Director of Human Resources Management with respect to the statement of charges, as may have been provided under subparagraph (a)(2), above, and any written response filed by the employee with respect to the statement of charges, as may have been provided under subparagraph (a)(3), above; provided however, that in the case of any adverse action which constitutes a demotion, the appointing authority shall rescind any such proposed action where the Director of Human Resources Management has disapproved such action pursuant to the provisions of Section 16-148(a)(6)(B)(i).

  (5) Notwithstanding the provisions of subparagraphs (a)(1), (2), (3), and (4), above, an appointing authority shall not be required to file an advance statement of charges with an employee prior to serving a final written notice of adverse action on the employee under any one (1) of the following circumstances:

    (A) In the case of any immediate suspension taken in accordance with the provisions of Section 16-193(c)(4)(D); or

    (B) In the case of any demotion requested solely at the discretion of the employee pursuant to the provisions of Section 16-148(a)(6)(A)(iv).

  (6) Any such employee shall be entitled to file a written notice of appeal with the Personnel Board with respect to any final notice of adverse action taken against any such employee, provided said notice of appeal is filed with the Board no later than five (5) working days after the date of receipt of the final notice of adverse action by the employee; or, in the case of any immediate suspension taken pursuant to Section 16-193(c)(4)(D), no later than five (5) working days after the date such action is taken by the appointing authority. At the same time any such written notice of appeal is filed with the Personnel Board, or no later than ten (10) working days after such notice has been filed, the employee shall additionally file with the Board, a separate written statement setting forth the specific employee allegations with respect to the adverse action and the relief sought by the employee.

(b) Adverse Actions by Appointing Authorities. The following procedures shall apply to the taking of adverse actions concerning a separation, termination, dismissal, demotion, or fines against employees by appointing authorities and to the taking of employee appeals therefrom:

  (1) Whenever an appointing authority intends to take an adverse action against any employee under the appointing authority's jurisdiction, the appointing authority shall first serve the employee with a written statement of charges with respect to the proposed action no later than ten (10) working days prior to the intended effective date of any such action. Any such written statement of charges shall state the specific grounds or other reasons for taking such action and the fact that the employee shall be entitled to appeal such action to the Personnel Board in accordance with the provisions of Subsection (e), below.

  (2) At the same time as the appointing authority serves the notice of intent on the employee as required under subparagraph (b)(1), above, the appointing authority shall forward a copy of said statement to the Director of Human Resources Management in order to afford the Director of Human Resources Management an opportunity to review the proposed action, and to render advisory comments to the appointing authority with respect thereto.

  (3) Any such employee shall be entitled to respond, in writing, to any statement of charges served upon the employee under subparagraph (b)(1), above, provided such written response is filed with the appointing authority no later than ten (10) working days after the date of receipt of the notice by the employee.

  (4) Prior to serving any final written notice of adverse action on any such employee, the appointing authority shall consider any advisory comments rendered by the Director of Human Resources Management with respect to the statement of charges, as may have been provided under subparagraph (b)(2), above, and any written response filed by the employee with respect to the statement of charges, as may have been provided under subparagraph (b)(3), above.

  (5) Any such employee shall be entitled to file a written notice of appeal with the Personnel Board with respect to any final notice of adverse action taken against any such employee, provided said notice of appeal is filed with the Board no later than five (5) working days after the date of receipt of the final notice of adverse action by the employee. At the same time any such written notice of appeal is filed with the Personnel Board, or no later than ten (10) working days after such notice has been filed, the employee shall additionally file with the Board, a separate written statement setting forth the specific details with respect to the adverse action and the relief sought by the employee.

(c) Nothing in this Section shall prevent an appointing authority from ordering the immediate suspension of an employee who meets the criteria for such action under the personnel law.

(d) Adverse Actions by Director of Human Resources Management. The following procedures shall apply to the taking of employee appeals from adverse actions authorized and taken by the Director of Human Resources Management against any employee.

  (1) Whenever any employee receives a final notice of an adverse action authorized and taken against any such employee by the Director of Human Resources Management, any such employee shall be entitled to file a written notice of appeal with the Personnel Board with respect to such adverse action, provided said notice of appeal is filed with the Board no later than five (5) working days after the date the adverse action is to become effective as stipulated in the final notice of adverse action. At the same time any such written notice of appeal is filed with the Personnel Board, or no later than ten (10) working days after such notice has been filed, the employee shall additionally file with the Board, a separate written statement setting forth the specific employee allegations with respect to the adverse action and the relief sought by the employee.

  (2) The Personnel Board shall hear and decide any such employee appeal of an adverse action authorized and taken by the Director of Human Resources Management in accordance with the provisions of Section 16-203.

(e) The Personnel Board shall hear and decide any such employee appeal of an adverse action in accordance with the provisions of Section 16-203.

### Sec. 16-202. Appeals by employees and by former employees

Prince George's County, Md., Code § 16-202 (2026)

(a) The following procedures shall apply to the taking of appeals to the Personnel Board by employees who have taken or sought examinations for appointment to vacant positions in the classified service with respect to certain actions by the Director of Human Resources Management and/or appointing authorities with respect thereto, and by any former employee seeking reinstatement, reemployment, or reappointment.

  (1) Whenever any employee has taken or sought to take a recruitment examination, as defined in Section 16-102(a)(45), or whenever any former employee is seeking or has sought reinstatement, reemployment, or reappointment, as the case may be, any such person shall be entitled to file a written notice of appeal with the Personnel Board with respect to any action of the Director of Human Resources Management and/or the appointing authority in interest with respect thereto, including, in the case of any such recruitment examination, actions pertaining to the methods of examination and the preparation of eligibility registers and certification therefrom, provided that:

    (A) The written notice of appeal is filed with the Personnel Board by the aggrieved person no later than thirty (30) calendar days after the date the action or actions in dispute were taken by the Director of Human Resources Management and/or the appointing authority in interest;

    (B) At the same time the written notice of appeal is filed with the Personnel Board, or no later than fourteen (14) calendar days after such notice has been filed, the aggrieved person additionally files with the Board, a separate written statement setting forth the person's specific allegations with respect to such actions and the relief sought by the person; and,

    (C) The aggrieved person alleges, in such petition, that the action or actions giving rise to the appeal were clearly arbitrary and capricious or were illegal.

  (2) The Personnel Board shall hear and decide any such appeal by any such aggrieved person in accordance with the provisions of Section 16-203.

### Sec. 16-203. Hearings before the Personnel Board

Prince George's County, Md., Code § 16-203 (2026)

(a) The following provisions shall apply to hearings before the County Personnel Board.

  (1) General. Pursuant to Section 907 of Article IX of County Charter, the Personnel Board shall be the final administrative appeal authority for Prince George's County, Maryland, relating to any appeal filed with the Board under the provisions of Sections 16-200 through 16-202 of this Subtitle. In the case of any such appeal to the Board, the decisions and orders of the Board shall be final on all parties concerned and may not be appealed to any other administrative board. Any hearing before the Personnel Board shall be public, if so requested by the aggrieved party. After hearing any appeal, the Board may issue such order as it finds proper by the facts presented in the case. Any such order shall be accompanied by a statement of findings of fact and conclusions of law. The Board may, in any such order, sustain, modify, or reverse the action or actions of an appointing authority, supervisor, or the Director of Human Resources Management, as the case may be, which gave rise to the appeal. The Board may order the reinstatement of the employee with partial or full back pay and benefits or without back pay. Any order for back pay and benefits which arises from this Section may not be imposed for claims which arose prior to the effective date of this legislation. This shall not be construed as extinguishing a right or remedy which existed prior to the enactment of the legislation. All data pertinent to any decision of the Board shall be subject to the scrutiny of all parties to the proceedings and/or the attorneys representing said parties.

  (2) Conduct of Hearings. Except as may be otherwise modified by the provisions of this Section, all procedures governing hearings before the Personnel Board shall be established under the regulations which are required to be proposed by the Board and approved by the County Council pursuant to Section 16-105(a)(1).

    (A) Within thirty (30) days after receiving an appeal of an adverse action concerning a separation, termination, dismissal, demotion, or fines, the Personnel Board shall schedule a hearing within sixty (60) days of the receipt of the appeal and notify the parties of the hearing date, or shall refer the appeal to a hearing examiner in accordance with subparagraph (8)(C) of this Section within (ten) 10 days of receipt of the appeal for a hearing to be scheduled within sixty (60) days. The Board may continue the hearing only under the following conditions:

      (i) Each party must consent to the continuance;

      (ii) Each party may only receive one continuance; and

      (iii) If a continuance is granted to either party, the hearing must be rescheduled to a date not more than sixty (60) days from the scheduled hearing date.

    (B) Within forty-five (45) days after the close of the hearing record, the Personnel Board shall issue to the parties a written decision.

  (3) Right to Representation. Any employee or former employee who has filed an appeal with the Personnel Board pursuant to Sections 16-200, 16-201, or 16-202 shall be entitled to be represented by legal counsel with respect to all proceedings before the Board regarding said appeal.

  (4) Consolidation of Appeals. The Personnel Board may consolidate for hearing, all appeals which, in the determination of the Board, represent a common cause of action.

  (5) Appeals Held in Abeyance. Whenever an employee files a written notice of appeal with the Board as a result of a suspension taken against said employee under the provisions of Section 16-193(c)(4)(D), the Board shall hold any such appeal in abeyance pending a determination of said employee's guilt or innocence by a trial court.

  (6) Dismissal of Appeals. Whenever any employee or former employee files a written notice of appeal and separate petition with the Personnel Board, the Board shall issue an order dismissing the appeal without further proceedings where:

    (A) All parties to any such appeal before the Board have filed a written request with the Board to dismiss the appeal; or

    (B) Any such notice of appeal and/or separate written statement associated with such notice of appeal were not filed with the Board within the time limits or periods specified for such filings under Sections 16-200, 16-201, or 16-202, as the case may be, unless cause to the contrary has been shown to the Board by the person filing the appeal.

  (7) Referral of Appeals to County Attorney. Whenever an employee, former employee, or applicant for employment files a written notice of appeal and a separate written statement with the Personnel Board, as required under the provisions of Sections 16-200, 16-201, or 16-202, as the case may be, the Personnel Board shall transmit a copy of any such notice of appeal and written statement to the County Attorney so that the interests of the County can be represented with respect to any such appeal. Whenever any such petition alleges discrimination, the County's Equal Employment Officer, acting as an agent of the County Attorney, shall conduct an investigation of the merits of the allegations set forth in any such written statement. The EEO Officer shall issue a confidential written report to the County Attorney setting forth the results of any such investigation. The County Attorney shall proceed, upon the receipt of the EEO Officer's report regarding the allegations of discrimination and on the basis of such other investigations as the County Attorney may deem appropriate, to present the County's position in the proceedings before the Personnel Board with respect to any such appeal and/or shall conduct such conciliations or negotiations with respect to a potential settlement or resolution of such appeal as deemed appropriate by the County Attorney.

  (8) Consideration of Appeals. The following general criteria shall apply to the Personnel Board's consideration of appeals:

    (A) Whenever an employee or former employee files an appeal in accordance with this Subtitle, the Board shall not substitute its judgment for that of the official who had taken the action, but shall attempt to ascertain, based on the preponderance of the evidence presented to the Board, whether there is any reasonable basis to support the action taken by the official.

    (B) Whenever any employee or former employee files an appeal in accordance with Sections 16-200, 16-201, or 16-202, as the case may be, with respect to any action of an appointing authority, supervisor, or the Director of Human Resources Management, except for those appeals described in subparagraph (a)(8)(C), below, any such aggrieved party shall have the burden of going forward with the evidence before the Board.

    (C) Whenever any permanent status employee files an appeal in accordance with Section 16-201(a) with respect to any disciplinary action taken by the employee's appointing authority which would constitute an adverse action, the employee's appointing authority shall have the burden of going forward with the evidence before the Board. In each such case, the Board shall review the authority in law for the taking of the action, and shall sustain the action of the appointing authority where the law and the facts, as proved by a preponderance of the evidence, justify the action taken by the appointing authority. Conversely, where the law and/or facts, as proved by a preponderance of the evidence, do not justify the action of the appointing authority, the Board shall rule in favor of the party who filed the appeal.

    (D) Whenever any employee files an appeal of an unresolved grievance in accordance with Section 16-200 and the Board finds that the relief sought by the employee is not within the ability of the appointing authority, supervisor, or the Director of Human Resources Management to provide, the Board shall transmit its findings of fact and conclusions with respect thereto to both the County Executive and the County Council for appropriate action if deemed necessary.

  (9) Hearing Examiners.

    (A) The Personnel Board shall be authorized to recommend, in writing, to the County Executive, the appointment of one (1) or more hearing examiners to assist the Board by conducting hearings on any appeal before the Board. The Director of Human Resources Management may recommend to the Personnel Board the need for such hearing examiners.

    (B) Upon the written recommendation of the Personnel Board, as provided in subparagraph (a)(9)(A), above, and subject to budgetary and classification actions, the County Executive shall appoint such hearing examiners as the Board has recommended in writing. Any such hearing examiner, so appointed by the County Executive, shall, as a condition to appointment, be an attorney admitted to practice before the highest court of a state or the District of Columbia.

    (C) In accordance with such procedural requirements as the Personnel Board may propose and the County Council may approve pursuant to Section 16-105(a)(1) and subparagraph (a)(2) of this Section, any hearing examiner, so appointed, shall conduct hearings on appeals filed with the Board and shall make written findings of fact, conclusions, and recommendations to the Personnel Board with respect to any such appeal.

  (10) Referral of Orders to Director of Human Resources Management or County Executive.

    (A) In any case where the Personnel Board, after hearing an appeal, issues a final decision and order which requires remedial action to be taken by an appointing authority or supervisor, the Board shall transmit a copy of any such order to the Director of Human Resources Management. The Director of Human Resources Management shall be responsible for advising the Board, in writing, if the appointing authority or supervisor, as the case may be, fails to comply with such order of the Board no later than thirty-five (35) calendar days after the date of the receipt of any such order from the Board. Any such written reply by the Director of Human Resources Management shall state the reason or reasons for such noncompliance by the appointing authority or supervisor, as the case may be.

    (B) In any case where the Personnel Board, after hearing an appeal, issues a final decision and order which requires remedial action to be taken by the Director of Human Resources Management, the Board shall transmit a copy of said order to the County Executive. The County Executive shall be responsible for responding, in writing, to the Board under the same circumstances and procedures as are set forth in subparagraph (a)(10)(A), above, with respect to responses by the Director of Human Resources Management to the Board.

  (11) Transcripts of Hearings. The Personnel Board shall make available a transcript of any hearing before the Board to any party to the proceedings of an appeal before the Board upon the payment of such reasonable costs for such transcript as determined by the Board.

  (12) Pay status of Terminated Employee. In the event of an appeal of an adverse action concerning a separation, termination, dismissal, demotion, or fines if the Personnel Board orders the reinstatement of the employee, the employee shall be placed in a pay status as of the date of the Personnel Board's order provided the order is not appealed. If the adverse action is upheld by the Personnel Board and is appealed to a Court which determines that the employee shall be reinstated, the employee shall be placed in a pay status as of the date of the Court's order provided the order is not appealed.

  (13) Production of Documents. If requested by the employee at least ten (10) working days prior to the hearing, the appointing authority shall provide without charge or cost copies of all documents used by the employer for preparation of the case. The parties shall exchange any lists of proposed witnesses to be called at the hearing no later than five (5) working days prior to the hearing. The appointing authority shall not introduce any additional documents at the hearing unless a copy was provided to the employee at least five (5) days prior to the hearing or except to rebut testimony or documentary evidence submitted by the employee.

### Sec. 16-204. Appeals from final decisions and orders of the Personnel Board

Prince George's County, Md., Code § 16-204 (2026)

(a) Pursuant to Section 907 of Article IX of County Charter any person, including Prince George's County, Maryland, aggrieved by a final decision and order of the Personnel Board may, within thirty (30) calendar days of the date such decision and order is issued, appeal such decision and order to the Circuit Court for Prince George's County, Maryland. Any such appeal shall be limited to errors of jurisdiction, errors of law, and clear abuse of discretion by the Personnel Board.

(b) Any appeals to the Circuit Court, as provided in Subsection (a), above, shall be based upon the record evidence taken before the Board. However, additional evidence may be presented to said court by either the appealing party or any other party in interest if written application, by a petition to show cause, is made to said court before the date set for the hearing requesting leave to present additional evidence on the issues in the case. After a hearing on any such petition, if it is shown to the satisfaction of said court that the additional evidence is material to the case and that there were valid reasons for the failure to present said evidence in the proceedings before the Personnel Board, said court shall order that said additional evidence be taken before the Personnel Board. In any case where such additional evidence is taken before the Personnel Board, the Board may sustain, modify, or reverse its original, final decision and order on such case by reason of said additional evidence, and shall, thereafter, file with said court a part of the record, any additional evidence together with any modifications to its original decision and order.

(c) Any party to the proceeding in the Circuit Court aggrieved by the decision of the said Court may appeal from such decision to the Court of Special Appeals.

### Sec. 16-205. Reimbursement for employee legal fees and/or court costs

Prince George's County, Md., Code § 16-205 (2026)

(a) Any employee shall be entitled to be reimbursed by the County for full or partial legal fees and/or court costs incurred by the employee or incurred by a collective bargaining agent or other third party provider of legal representation on behalf of an employee as a result of taking an appeal of an unresolved grievance or an adverse action under Sections 16-200 and 16-201, respectively, before the Personnel Board and/or before a court of law, on appeal, under the following circumstances, and subject to the limitations established by the County Council pursuant to Subsection (d), below:

  (1) Where the employee takes an appeal of an unresolved grievance or an adverse action under Sections 16-200 and 16-201, respectively, before the Personnel Board and the final decision and order of the Board with respect to such appeal constitutes a ruling in the employee's favor, the Board shall determine a full or partial reimbursement for any legal fees incurred by the employee or incurred by a collective bargaining agent or other third party provider of legal representation on behalf of an employee with respect to the appeal proceedings before the Board and shall issue a final order for the payment thereof by the County;

  (2) Where the employee takes an appeal of a final decision and order of the Personnel Board before the courts as a result of the initial taking of an appeal of an unresolved grievance or an adverse action, as the case may be, before the Board, and where the final court determination with respect to such appeal constitutes a ruling in the employee's favor, the Board shall determine a full or partial reimbursement for any legal fees and court costs incurred by the employee or incurred by a collective bargaining agent or other third party provider of legal representation on behalf of an employee with respect to the appeal proceedings before the courts, and with respect to any initial appeal proceedings before the Board with respect thereto, if not previously determined and awarded, and shall issue a final order for the payment thereof by the County;

  (3) Where the employee defends an appeal before the courts of a final decision and order of the Personnel Board which constituted a ruling in the employee's favor, the Board shall determine a full or partial reimbursement for any legal fees and court costs incurred by the employee or incurred by a collective bargaining agent or other third party provider of legal representation on behalf of an employee in defending the Board's final decision and order before the courts, whether or not said final court determination constitutes a ruling in the employee's favor, and shall issue a final order for the payment thereof by the County; or

  (4) Where a final decision and order of the Personnel Board constituting a ruling in the employee's favor is not effectuated by the County within the time period stipulated in such final order, or where such time period for compliance has been extended by the Board upon application by the County, and where such final order of the Board is not subject to further appeal, the Board shall determine a full or partial reimbursement for any legal fees and court costs incurred by the employee or incurred by a collective bargaining agent or other third party provider of legal representation on behalf of an employee in enforcing the Board's final order before the courts, and shall issue a final order for payment thereof by the County.

(b) In deciding whether any final order or determination of the Personnel Board or the courts constituted a ruling in employee's favor under the terms of Subsection (a), above, the Board shall make any such decision based upon a determination as to whether or not the employee was granted substantial relief and whether the final order or determination specified impropriety or wrongdoing by the County, consistent with the allegations in the complaint.

(c) The Board shall issue a final order for the full or partial reimbursement of legal fees and/or court costs under Subsection (a), above, only after the employee's attorney has submitted an application setting forth the hours employed and the basis of the claim. A copy of said application shall be served upon the County Attorney by the employee's attorney and a written certification to that effect shall be served on the Personnel Board by the employee's attorney. Any such application shall only be considered if filed with the Board no later than six (6) months after the termination of all applicable proceedings. The Board may act upon any application without a hearing unless a written objection with respect to such application is filed by the County Attorney within five (5) working days of the date of service of the aforesaid application. Where such objection is filed by the County Attorney, the Board shall hold a hearing on the application and may issue a final order at any time thereafter.

(d) Prior to June 1 of each odd numbered year, the Personnel Board shall forward to the County Council for approval by resolution, pursuant to Section 16-105(a)(1), a reimbursement schedule for full or partial legal fees and court costs. Said schedule shall establish minimum and maximum hourly fee rates and maximum total amounts of reimbursement per appeal. In no case shall the Personnel Board issue a final order for the payment or reimbursement in excess of the limitations established by the County Council. Prior to final approval of the reimbursement schedule by the County Council, the County Executive shall be given an opportunity to comment thereon.

(e) Any final order issued by the Personnel Board for the full or partial reimbursement of an employee's legal fees and/or court costs under Subsection (a), above, shall constitute a contingent liability on the County and, as a result thereof, the County Executive shall annually recommend in the County's proposed expense budget, an appropriation of revenue in a special nondepartmental fund sufficient to cover the County's anticipated liabilities with respect to such payment of legal fees and/or court costs for employees. The County Director of Finance shall make payment for any award of legal fees and/or court costs no later than forty-five (45) calendar days after the presentation to the Director of Finance of a final order for payment as issued by the Personnel Board under Subsection (a), above. In any case where there is insufficient revenue in such special, nondepartmental fund to make payment upon the presentation of a final order for payment thereof, the Director of Finance shall so advise the employee's attorney and interest shall accrue on the unpaid balance at the rate of ten percent (10%) per annum. In any such event, the Director shall advise the County Council and the County Executive of all such unpaid claims and an amount of revenue sufficient to cover all such claims, and accrued interest, shall be included by the County Executive in the ensuing fiscal year's County expense budget.