Faculty and Academic Staff Grievance Procedure 

A.  APPLICATION

1.  Any faculty or academic staff member or applicant for a position (faculty or academic staff) may use this grievance procedure.

2.  A grievance is defined as an allegation that the grievant has been discriminated against on the basis of sex, race, age, religion, national origin, or handicap in the interpretation or application of a University policy, regulation or procedure relating to the privileges, terms and conditions of employment.

3.  A valid grievance must be brought within the semester in which the alleged discrimination occurred.

B.  STEPS IN THE INFORMAL PROCESS

1.  The grievance must be submitted in writing to the Affirmative Action Officer.

2.  The grievance will be held in confidence, at the request of the grievant, if possible.

3.  Records documenting the nature of the grievance, attempts made to resolve it (meetings, hearings), and resolution will be kept on file in the Affirmative Action office.

4.  The Affirmative Action Officer will make an initial information investigation while maintaining confidentiality, if possible, and report back to the grievant within ten (10) class days.

a.  The Affirmative Action Officer may determine, at this point, that a solution can be effected simply by contacting the source of the grievance, while maintaining confidentiality.

b.  The Affirmative Action Officer will discuss observations with the grievant and recommend alternatives regarding further action.  These recommendations and alternatives will become part of the grievance record and will be forwarded to the ad hoc Formal Hearing Panel, if convened.

At that point:
1)  The grievant may drop the grievance.

2)  The grievant may request further action be delayed pending further observation and information.

3)  The grievant may request that a Formal Hearing Panel be convened.

C.  STEPS IN THE FORMAL PROCESS

1.  The Ad Hoc Grievance Register
The Formal Hearing Panel will be selected from a register of persons nominated from the various constituencies (faculty, academic staff, classified and students) within the University.  The Affirmative Action Officer shall request these nominations.

2.  The Formal Hearing Panel
The Formal Hearing Panel shall be comprised of three members from the register.  The grievant and the respondent(s) shall each select one member from the register.  The third member shall be selected by the Affirmative Action Committee.  If either the grievant or the respondent fails to select a member, the third member will be chosen by the two members selected.

3.  The decision shall be rendered by the Hearing Panel within thirty (30) days of receipt of the grievance.  The Hearing Panel may grant an extension of twenty (20) days if so requested.

4.  All written evidence to be presented at the hearing shall be provided to both parties, the Hearing Panel and the Affirmative Action Officer, ten (10) calendar days prior to the hearing.

5.  Decision
The Hearing Panel shall determine, by majority vote, whether the allegations are true and, if true, shall make a recommendation to the Chancellor regarding action to be taken.  If the Hearing Panel’s decision is that the allegations are not true, the hearing will be terminated.  Copies of recommendations shall be provided to the grievant and the respondent.  Any Hearing Panel member who disagrees with the majority opinion shall write a dissenting opinion explaining the nature of his/her disagreement.

6.  Chancellor’s Decision
The Chancellor shall act on recommendations within sixteen (16) calendar days of the receipt of them from the Hearing Panel.

7.  Appeals
Appeals on the recommendations may be made to the pertinent faculty committee (UW-L 4.0) or academic staff committee (UW-L 11.0).

Revised 12/86