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.

 G.  If the grievant does not accept the recommendation of the Affirmative Action Officer, he/she may file a formal complaint.  If the respondent does not accept the recommendation, it moves to formal review (see Grievance Procedures for Classified Employees).

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.