Every full-time and part-time career classified (SPA) employee who has a complaint or dissatisfaction arising from an interpretation, application or a claim of violation of any provision of policy, rule or regulation applicable to University employment shall have the opportunity to present a grievance in accordance with procedures outlined in PIM 35.

Issues that may be grieved through this University's policy include but are not limited to the following:

• demotion
• suspension
• dismissal
• reduction in force
• illegal discrimination, denial or promotional priority
• denial of priority reemployment
• denial of veteran's preference
• denial of removal of false and misleading information from the personnel file
• performance pay disputes
• any other issues made grievable by the State Personnel Act

Probationary employees and permanent employees without "career status" shall have access to the grievance procedures, except that extension of the probationary period and termination are not grievable issues absent allegations of discrimination.

Informal Process

1. All grievances must be presented to the immediate supervisor within fifteen (15) calendar days of the occurrence which gave rise to the grievance or within fifteen (15) calendar days of the date the employee had reason to know of the occurrence.

2. If the employee feels that the matter cannot be discussed with the immediate supervisor, then the Employee Relations Manager in the Department of Human Resources may be contacted for assistance and advice.

To initiate a Formal Grievance

1. The grievance may be filed, in writing and signed by the employee, with the Employee Relations Manager within five (5) working days if either party acknowledges an impasse in informal discussion.

2. The Employee Relations Manager shall provide the grievant a copy of the current Grievance and Appeal Procedures and within two (2) working days, refer the grievance to the appropriate administrative official.

3. Within five (5) working days from receipt of the referral, the administrative official or a designee will schedule a meeting with the grievant, the immediate supervisor, a representative from the Human Resources Department and any other individuals determined to assist in the investigation and resolution of the problem.

4. The administrative official will provide the grievant a written decision within five (5) working days after the meeting and forward a copy of the decision to the Employee Relations Manager.

5. A grievant who is not satisfied with the decision rendered by the administrative official or who does not receive a written response within five (5) working days may request the grievance be reviewed by a Hearing Panel of the Staff Grievance Committee. To be considered, requests for review must be submitted in writing by the grievant to the Employee Relations Manager within five (5) working days after receipt of the administrative official's written decision or the expiration of the time permitted for such a decision.

The Employee Relations Manager is available to:

1. Counsel with the employees and/or supervisors in an effort to resolve problems or misunderstandings before they become formal grievances.
2. Assist employees in clarifying their grievances.
3. Advise employees and supervisors of their rights and responsibilities under the grievance procedure.

Employees are encouraged to first seek the assistance of their supervisors when problems or misunderstandings develop.

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