801 Staff Grievance Policy
For those cases in which more informal attempts at resolution of a problem have not been successful, the University is committed to providing employees a fair procedure for prompt consideration of their complaints. Employees are encouraged to use this grievance procedure and may do so without fear of reprisal or prejudice.
The grievance procedure outlined here is available to all regular and temporary employees who have completed their probationary periods. If such an employee also holds a faculty appointment, he or she may use this procedure only for complaints relating to the non-faculty appointment.
Any individual found to have retaliated against an employee for initiating a grievance may be subject to disciplinary action. If any employee believes that he or she has been retaliated against as a result of pursuing a grievance, the employee should inform the Vice President for Finance and Administration who will have the charge investigated in cases in which the individual against whom the charge is filed is a member of the staff. In the case of a charge of retaliation by a student or faculty member, the Vice President for Finance and Administration will refer the matter for investigation to the student's Dean or the faculty member's school.
The grievance procedure may be used by an eligible employee whenever (a) he or she believes that he or she has been treated in a manner inconsistent with University policies, or believes that he or she has been discriminated against on the basis of race, color, sex, age, disability, religion, national origin, sexual orientation, or status as a Vietnam era veteran.
Professional assessments and judgments of supervisors concerning such issues as performance evaluations, salary and grade classification determinations, and the staffing or organization of a department or allocation of its resources are not subject to review under this procedure, unless it is alleged that the professional assessment or judgment resulted from unlawful discrimination. A grievance panel may have to inquire into the procedure by which a professional judgment was made in reviewing a complaint, but the panel may not substitute its own judgment for that of the respondent.
An employee may have other job-related problems that are not covered by these procedures. An employee who has any employment-related problem has the right and is encouraged to discuss that problem with his or her immediate supervisor in an effort to seek a resolution. If the problem cannot be resolved to the satisfaction of the employee, the employee is entitled to discuss it with the head of the office or department and to seek further assistance from the employee's Placement and Staff Relations Representative.
For denied benefit claims, see Section 319.