All Policies › Human Resources › Employee Grievances
Employee Grievances
Responsible Office
Vice President for Strategic Operations & Human Resources
Policy Owner
Vice President for Strategic Operations & Human Resources
Policy Contact
Vice President for Strategic Operations & Human Resources
Issued
2021-09-30
Last Revised
2026-10-01
On this page: Policy Statement · Reason for Policy · Policy Scope · Procedures · Frequently Asked Questions · Forms · Appendices · Additional Contacts · Definitions · Responsibilities · Related Information · History
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 under the university’s Bias, Discrimination, & Harassment policy or, for sexual misconduct, the Sexual Misconduct (Title IX) policy.
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 employees 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
Address Grievances Informally
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 informal attempts to resolve the grievance fail, use the formal grievance procedure for a formal grievance complaint.
Address Grievances Formally
Initial complaint and review
- The employee submits a timely grievance in writing to their supervisor. A copy must be sent to the Office of Human Resources.
- The employee’s supervisor must respond within five (5) working days.
- If the grievance is with or relates to the employee’s supervisor, then the grievant must submit the grievance, in writing, to the Office of Human Resources.
Review by higher-level supervisor
- If the employee is not satisfied with the supervisor’s response, or if the supervisor failed to respond, a copy of the original grievance and the supervisor’s response (if received) is forwarded to the Office of Human Resources by the grievant.
- The employee filing the grievance must state why they are not satisfied with the supervisor’s response.
- The Office of Human Resources will forward the employee’s grievance and any response to a higher-level supervisor, if available.
- If a higher-level supervisor is not available, the grievance will be forwarded to the appropriate vice president.
- The higher-level supervisor, within five (5) working days of receiving the grievance and any responses, will respond in writing, and provide a copy to the Office of Human Resources.
Final review
- If the employee is not satisfied with the higher-level supervisor’s response, or if the higher-level supervisor failed to respond, the employee will submit the grievance and all responses (if applicable) to the Office of Human Resources.
- In doing so, the employee may request the decision regarding the grievance be decided by the employee’s vice president.
- The vice president will render a decision within ten (10) working days of receipt of the grievance.
- The decision will be considered final.
Frequently Asked Questions
Q: What can I file a grievance about?
A: Any condition of employment you believe is unjust, unfair, or gets in the way of effective work, including the misapplication of a university policy.
Q: Do I have to try to resolve it informally first?
A: The university encourages you to talk with your supervisor first. If that does not resolve the issue, file a formal grievance in writing.
Q: What should my grievance include?
A: The basis of the dispute, specific facts, any relevant documents, and the result you want.
Q: What if my grievance involves my supervisor?
A: Submit it in writing directly to the Office of Human Resources instead of your supervisor.
Q: How long does the process take?
A: Your supervisor must respond within five working days. A higher-level supervisor has five working days to respond, and a vice president has ten working days to make a final decision. Working days do not include weekends or holidays.
Q: What about discrimination or harassment complaints?
A: The university handles complaints about discrimination and sexual misconduct under separate policies, not through the grievance process.
Q: Can someone retaliate against me for filing a grievance?
A: No. The university prohibits retaliation against anyone who files a grievance or takes part in grievance proceedings.
Q: Will my grievance stay confidential?
A: The university cannot guarantee confidentiality because it may need to investigate, but it limits information to people who need to know.
Q: Who do I contact with questions?
A: Contact the Office of Human Resources at 612.343.4412 or hr@northcentral.edu.
Forms
There are no forms associated with this policy.
Appendices
There are no appendices associated with this policy.
Additional Contacts
| Subject | Contact | Phone | |
|---|---|---|---|
| Primary Contact | Office of Human Resources | 612.343.4412 | hr@northcentral.edu |
| Retaliation claims related to sexual misconduct or Title IX processes | Office of Human Resources | 612.343.4412 | titleix@northcentral.edu |
| All other claims of retaliation | Office of Human Resources | 612.343.4412 | hr@northcentral.edu |
Definitions
Grievance
Any concern or situation concerning an employee’s 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 and Personal Relationships
- Non-Retaliation
- Sexual Misconduct (Title IX)
- Whistleblower Protection
History
Amended
2026-10-01 – Non-substantive updates (e.g., titles, link corrections, and copy errors); clarified which policies govern civil rights and sexual misconduct complaints; moved the procedure onto the policy page; added frequently asked questions.
Issued
2021-09-30