Non-Union Regular Support Staff Grievance Procedures
In working together from day to day, it is normal that people have problems, misunderstandings and differences of opinion affective their working relationship. While most differences can be worked out amicably between the employee and their supervisor, it is realized that this is not always accomplished.
Therefore, in order that an employee may initiate a complain alleging a violation, misinterpretation or a misapplication of existing written university policies concerning wages, hours and working conditions which they feels deserves further attention, and have a systematic and orderly method of presenting such a complaint, or a difference of opinion for review, the following procedure is established.
If an employee feels they have a complaint or a difference of opinion regarding the interpretation of written university policies concerning wages, hours and working conditions, they should first discuss the problem orally with the immediate supervisor, making every effort to reach a suitable resolution of the problem.
Grievance procedure
(non-bargained-for employees)
Step I: Immediate supervisor
In the event the problem is not suitably resolved through discussion with their immediate supervisor, the employee may reduce the problem to writing and present the grievance to their immediate supervisor or designated representative.
A written grievance must be presented to the immediate supervisor or their designated representative within fifteen (15) working days of its alleged occurrence in order to be a proper matter for this grievance procedure.
The written grievance shall be dated and signed by the aggrieved employee and shall set forth the facts, including dates of the grievance and the remedy desired. The grievance shall not be considered submitted until the immediate supervisor or designated representative receives the written grievance. At the time it is received, it shall be dated and a copy returned to the aggrieved employee.
The immediate supervisor or designated representative shall investigate the allegations and will then answer the grievance in writing to the aggrieved employee within ten (10) working days of the receipt of the grievance.
In the event the immediate supervisor or designated representative does not answer the grievance in the prescribed time limit, the grievance may be appealed to the next higher step of this grievance procedure within ten (10) working days after the expiration of the applicable time limit.
In the event the answer of the immediate supervisor or designated representative is unacceptable to the aggrieved employee, the grievance may be appealed to the next higher step of this grievance procedure. Any grievance not appealed within ten (10) working days after such answer shall be considered settled on the basis of the written answer of the immediate supervisor or designated representative and shall not be subject to further appeal and/or review.
Step II: Administrative head
If the grievance is not resolved, the aggrieved employee may refer the grievance in writing to the administrative head of the unit or designated representative indicating the reasons why the answer of the immediate supervisor or designated representative was unsatisfactory.
The grievance shall not be considered submitted until the administrative head of the unit or designated representative receives the written grievance. At the time it is received, it shall be dated and a copy returned to the aggrieved employee.
The administrative head of the unit or designated representative shall investigate the allegations and will then answer the grievance in writing to the aggrieved employee within ten (10) working days of the receipt of the grievance.
In the event the administrative head of the unit or designated representative does not answer the grievance in the prescribed time limits, the grievance may then be appealed to the next higher step of this grievance procedure within ten (10) working days after the expiration of the applicable time limit.
In the event the answer of the administrative head of the unit or designated representative is unacceptable to the aggrieved employee, the grievance may be appealed to the next higher step of this grievance procedure. Any grievance not appealed within ten (10) working days after such answer shall be considered settled on the basis of the written answer of the administrative head of the unit or designated representative and shall not be subject to further appeal and/or review.
Step III: Appeal Board
If the grievance is not resolved, the aggrieved employee may refer the grievance in writing to the Associate Vice President for Human Resources, or their designee, indicating why the written answer of the administrative head of the unit or designated representative was unsatisfactory.
A grievance shall not be considered submitted until the Associate Vice President for Human Resources, or their designee, receives the written grievance. At the time it is received, it shall be dated and a copy returned to the aggrieved employee.
The Associate Vice President for Human Resources, or their designee, will, within ten (10) working days of the receipt of the grievance, impanel an Appeal Board which shall consist of three members: one (1) selected by the aggrieved employee's immediate supervisor, one (1) selected by the aggrieved employee, and the third member selected by the first two members. In the event the first two members cannot agree upon the third member within five (5) working days, they shall so notify the Associate Vice President for Human Resources, or their designee, who shall within five (5) working days after such notice select a third member. The Appeal Board shall be convened for the purpose of reviewing and making a recommendation of the disposition of the grievance.
The Appeal Board shall meet within ten (10) working days of its impanelment and shall investigate the allegations and will then make its recommendations in writing to the Associate Vice President for Human Resources, or their designee, within ten (10) working days of the completion of its investigation but no later than thirty (30) days after its first meeting. A majority decision by the Appeal Board shall constitute the recommendation of the Appeal Board to the Associate Vice President for Human Resources or their designee.
The Associate Vice President for Human Resources, or their designee, shall within ten (10) working days of the receipt of the recommendations of the Appeal Board render their final decision of the grievance in writing to the aggrieved employee.
