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The University seeks to resolve problems that employees may feel are obstacles
to the full and satisfying performance of their duties. While not all
problems can always be fully resolved, just the effort to resolve problems can
often do a great deal to improve the working situation for both the employee and
the supervisor. The positive resolution of problems serves well the
institution's mission to deliver quality educational services to its students
and other constituencies. This Grievance Procedure is available only to
employees who have successfully completed their introductory period.
Additionally, the Grievance Procedure does not apply to decisions about salary
adjustments or annual reviews.
The Grievance Procedure is a complaint procedure whereby a concern of a serious
nature can be presented, regardless of whether any defined policy or procedure
is involved. This procedure is designed to provide a channel for employees to
formalize concerns of a serious nature, and to have such concerns reviewed by a
higher level (s) of management. An employee with a concern of a serious nature
should approach his or her supervisor in a private meeting to discuss the
problem within five (5) workdays of becoming aware of the problem. Supervisors
should make prompt provision for a private meeting upon the request of the
employee.
If the meeting with the supervisor does not resolve the concern, the employee
within five (5) workdays of the meeting, must complete the official University
Grievance Form (available from Human Resources), and send it to the
supervisor's immediate superior, with a copy to the Associate Vice President of Human Resources.
When the complaint involves alleged discrimination, a copy of the form is
also to be sent to the Office of Multicultural Affairs. The supervisor's
immediate supervisor will arrange a meeting with the employee, normally to take
place within ten work days of receipt of the Grievance Form, and shall deliver a
written response to the employee normally within ten (10) work days of the
meeting.
If the effort to resolve the problem at the level of the supervisor's immediate
superior is unsuccessful, the employee may notify the supervisor's vice
president or executive director of the continuing concern. This must be done
within five (5) workdays of receipt of the supervisor’s immediate supervisor’s
decision. The vice president/executive director (or his/her designee) will
arrange a meeting with the employee normally to take place within fifteen (15)
workdays of the receipt of the complaint.
The vice president or executive director will deliver the final disposition of
the employee's concern in a written statement normally within ten (10) workdays
of the meeting.
The application of the above steps may be adjusted as needed,
and as practicable, to fit the number of reporting levels involved or the
particular facts and circumstances of the case.
Separate procedures are provided under University policy for those complaints
that may be considered to be sexual harassment or other forms of harassment, and
can be found at the following links:
The office of
Affirmative Action and the Associate Director for Affirmative Action serve as
resources to assist employees in handling complaints of alleged discrimination
and harassment.
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