Informal Grievance Procedures for Classified Employees
A. The informal grievance procedure must be completed within thirty (30) days if this procedure is used as an alternative to a discussion with one’s supervisor.
Persons who may use the informal procedure:
1.
Non-bargaining unit personnel,
including Limited Term Employees (LTE)
2.
Non-state employee applicant
3.
Represented employee
B. Grievance is referred to the Affirmative Action Officer:
1.
Verbally
2.
Confidentially
C. The Affirmative Action Officer makes initial informal investigation while maintaining confidentiality, if possible.
D. The Affirmative Action Officer discusses observations with grievant. At that point:
1.
The grievant decides to drop
grievance.
2.
The grievant requests further
action be delayed.
3.
The grievant requests further
action and relinquishes right to confidentiality.
E. If the grievant requests further action (D, 3 above), the Affirmative Action Officer can complete a necessary investigation on an informal basis and make determination which is discussed with both parties.
At the grievant’s request, the Affirmative Action Officer has the option of calling upon a Hearing Panel for advisory purposes. The Hearing Panel will be determined as follows:
1.
One member selected by the
grievant
2.
One member selected by the
respondent
3.
One member, selected to chair the
hearing, will be chosen by the Affirmative Action Officer.
F. Procedures For The Hearing:
1.
Both parties will have sufficient
time to prepare for the hearing.
2.
Both parties will have sufficient
time to present their case before the hearing.
3.
Each party will have the right to
representation and assistance.
4.
Each party will have the right to
present witnesses and evidence.
5.
Each party and the Hearing Panel
will have the right to question witnesses.
6.
The grievant will have the right
to determine whether or not the hearing should be open to the
public. Provisions
and requirements for recording the hearing will be determined by
the Hearing Panel representative in consultation with the
Affirmative Action Officer.
7.
The grievant will have access to
all relevant institutional records considered public and will
have access to the person’s personnel file kept in the Human
Resources office.
The public records will be provided by the Affirmative Action
Officer.
8.
All records and information
gathered from the hearing will be kept by the Affirmative Action
Officer.
9.
Results of the Hearing Panel and
a recommendation by the Affirmative Action Officer will be
presented to the parties involved as options:
a.
Either or both parties accept the
recommendation.
b.
The grievant does not accept the
recommendation.
c.
The respondent does not accept
the recommendation.
Revised 5/99
Formal Grievance Procedures for Classified Staff
Should it become necessary for a classified employee to file a formal grievance/complaint, the employee should seek council with the appropriate bargaining unit or governance group. Employees may contact Human Resources for clarification regarding bargaining unit or governance group representatives.