Procedures for Grieving Items Listed Above (General Grievance Procedure)

A29M

• Informal discussion with the grievant's supervisor/Department Chair should always take place first in an attempt to resolve any problem. In some cases, input from a higher authority may be helpful. The grievant and/or supervisor/Department Chair may wish to contact such a person.
• In the event that the Department Chair is involved in the complaint, a second person, selected by the Provost/Executive Vice President, will assist in the investigation.
• Investigation at this step will be conducted expeditiously.

1. If the grievant is not satisfied with the disposition of the grievance at step one, he or she will, within 30 calendar days after the event giving rise to the grievance, submit a written statement of grievance to his/her Department Chair.
2. Upon receipt of the grievance at this stage, the Department Chair will notify the Director of Human Resources, who will contact the University legal advisor in order to help assure that the grievance procedure is followed carefully.
3. The Department Chair will investigate and attempt to resolve the grievance. This investigation may include a meeting between the Department Chair, appropriate Dean, the grievant, and any other appropriate personnel.
4. A written response will be given to the grievant within 14 calendar days after receipt of the written grievance by the Department Chair unless the grievant agrees to an extension of this time period.

If the grievant is not satisfied with the disposition of the grievance at step two, or if no decision has been rendered within 14 calendar days of the Department Chair’s receipt of the grievance at step two, the grievant may request the Dean of the Department Chair’s college or school to begin processing the grievance at step three.

1. If the grievant is not satisfied with the disposition of the grievance at step three, or if no decision has been rendered within 14 calendar days of the Dean’s receipt of the grievance, the grievant may request that the Provost/Executive Vice President begin processing the grievance at step four.
2. The Provost/Executive Vice President, with the support of the Director of Human Resources, will arrange for a hearing to be conducted by a three-member committee of employees including:

• One member selected by the grievant
• One member selected by the Provost/Executive Vice President
• One current member of Academic Council selected by both the grievant and the Provost/Executive Vice President

If the first two members are unable to agree on the selection of a third member, they will alternately eliminate names from Academic Council until they reach the last name, at which time that person will become the third committee member. First elimination is to be determined by the toss of a coin.

3. The committee selected above will select a Chair from among its members by majority vote. If no member receives a majority, the member chosen from Academic Council will be Chair. The Chair, with support provided from the Director of Human Resources, will be responsible for determining how the facts relative to the grievance will be investigated. The Chair will also determine whether a formal hearing is required. If such a hearing is held, the grievant may be accompanied and represented at the hearing by a University employee of his or her choosing. Only University employees may represent a grievant in a grievance hearing. Reasonable provision will be made for other employees to appear as witnesses.
4. The investigation by the three-member committee should normally be completed within one month of its formation. Within 21 calendar days of the completion of the investigation, the recommendation of a majority of the committee, along with their findings of fact, will be submitted to the President.
5. The President, after reviewing the findings and recommendations and any other evidence considered relevant, will make a final decision which will then be communicated to the grievant.