1.11 Employee Grievance Policy

This policy describes a means by which faculty and staff members can raise general grievances. However, it does not apply to grievances regarding unlawful discrimination or harassment. If a faculty or staff member believes he or she has been the victim of unlawful discrimination or harassment (including sexual harassment), he or she should use the University’s Discrimination, Harassment and Grievance Procedure. If a faculty or staff member believes he or she has been a victim of sexual misconduct, he or she should contact one of the University’s Sexual Misconduct Report Receivers identified on the University’s Title IX Sexual Harassmnet and Related Conduct Policy. Also, grievances that are subject to Section 12 of the Faculty Handbook are not subject to this policy.

If a faculty or staff member believes he or she has been unfairly treated by his or her supervisor, by another person in a position of authority over him or her, or by a colleague, the University wants the faculty or staff member to have an opportunity to share that concern. For example, if an employee believes that a supervisor’s or colleague’s conduct is creating a “hostile” or offensive working environment, but the conduct does not relate to one of the legally protected classifications listed in the University’s nondiscrimination policy, the employee could express his or her concern using this policy. Ideally, the employee would first try to resolve the issue directly with the person involved. But if that does not work, or if the employee feels uncomfortable confronting the person, he or she can share the concern with their supervisor, director of their area, their area Vice President, or the University’s Chief Human Resources Officer. 

However, this policy does not provide an opportunity to appeal or contest a decision to terminate employment.

The University strictly prohibits retaliation against any person who raises a grievance under this policy. Retaliation can be any type of adverse or negative action taken toward a person who has raised a grievance (however, an adverse action would not be retaliatory if it was taken for some other justifiable reason). Examples of retaliation can include intimidation, coercion, harassment, threats, acts of violence, acts intended to embarrass another person, unjustified demotion or reduction in pay, unjustified denial of a promotion, unjustified termination of employment, or taking any other action that is likely to dissuade a person from making a complaint in the future. Any person who believes he or she has been retaliated against should contact the Chief Human Resources Officer. Any employee who commits retaliation may be subject to disciplinary action, up to and including termination of employment.