EMPLOYEE GRIEVANCES

About This Policy

Policy Statement

Any North Central University employee who believes a condition of employment is unjust, inequitable, or a hindrance to effective operations or performance may initiate a grievance.

Employees may present complaints and grievances concerning their conditions of work or the misapplication of university policy. Complaints and grievances should identify the basis of the dispute, including specific facts, and provide relevant documents or any other information pertinent to the matter. Complaints and grievances should also include the employee’s desired result. The Office of Human Resources will keep a copy of all records related to grievance claims and grievance resolutions in the appropriate employee files.

Resolving Grievances

The university encourages employees to first discuss potential grievances with their supervisors, as appropriate, and to seek an informal resolution of work-related problems or conditions of employment that they believe to be unfair.

If the employee is unsuccessful in resolving their complaint informally, they may file a formal grievance with the Office of Human Resources.

The timeline associated with the grievance process is strict. Time limits stated refer to normal working days and do not include weekends or holidays.

Civil Rights and Sexual Misconduct Complaints

Grievances concerning civil rights issues or sexual misconduct issues (i.e., discrimination on the basis of age, sex, race, religion, creed, color, ethnic/national origin, ancestry, physical or mental disability, pregnancy, genetic background, marital status, veteran status, or other personal characteristic protected by applicable local, state or federal law) are investigated and adjudicated in accordance with the university’s policy on sexual misconduct.

Protection Against Retaliation

University community members are prohibited from retaliating against a grievant for filing a grievance or against a representative or witness who participates, or is scheduled to participate, in grievance proceedings.

Confidentiality

Although the university cannot guarantee a complaint will be kept confidential because of the need to investigate the complaint, the university will use its best efforts not to disseminate information concerning the complaint beyond those who have a need to know.

Reason For Policy

To provide an effective means of ensuring fair treatment for staff seeking to resolve work-related problems or conditions of employment believed to be unfair, inequitable, or a hindrance to effective job performance.

Policy Scope

This policy applies to full- or part-time university employees.

Procedures

• Addressing Employee Grievances

Forms

• There are no forms associated with this policy.
  

Appendices

• There are no appendices associated with this policy.

Additional ContactS

Definitions

Grievance
Any concern or situation concerning their conditions of work or the misapplication of university policy.

Grievant
An employee who has filed a grievance.

Responsibilities

Employees

• Submit grievance claims.
• Work with supervisors and other university employees to resolve grievances.

Supervisors

• Receive grievance claims.
• Work with employees to resolve grievances.

Office of Human Resources

• Receive grievance claims.
• Work with supervisors and other university employees to resolve grievances.

Vice Presidents and Deans

• Receive grievance claims.
• Work with supervisors and other university employees to resolve grievances.

RELATED INFORMATION

Related Policies & Procedures

• Anti-Racism
• Bias, Discrimination, & Harassment
• Misconduct
• Nepotism & Personal Relationships
• Sexual Misconduct
• Whistleblower Projection

History

Issued
2021-09-30