Employee & Labor Relations FAQ

An informal complaint can be made verbally to an employee’s immediate supervisor or department administrator, or to an employee from the supervisor. For formal complaints, please refer to both the ADA Grievance Procedure PDF and the Staff Handbook. After a written complaint has been filed, an investigation will be made and a review hearing will be held in order to resolve the grievance with the employee. For informal complaints, first attempt to discuss the issue with your supervisor or other appropriate department administrator before filing a written complaint.

The Americans with Disabilities Act prohibits discrimination against qualified individuals with disabilities in the workplace. If you feel that you have not been reasonably accommodated in the workplace or have been denied a previously requested accommodation, or if there is inaccessibility to activities, discrimination, or harassment based on disability, you may file a grievance addressed to the attention of the Employee & Labor Relations department. Please visit the ADA Grievance Procedure PDF for a step-by-step filing process.

If an employee violates a University rule or policy, is not meeting performance requirements, or has engaged in conduct that has affected the workplace, a supervisor may choose to take appropriate disciplinary action. Disciplinary action includes an oral or written warning, a written reprimand, suspension, or dismissal, and can be taken at the discretion of the supervisor.

It is the duty of the entire University community to maintain an environment that is free of harassment and discrimination. In order to achieve that, a one-hour online training course is available to all faculty and staff on the Employee & Labor Relations homepage. This course covers topics including how to identify and avoid discrimination and harassment, reporting wrongful behavior, basic legal considerations, and the University’s policies and procedures.

A reasonable accommodation for a faculty or staff member with disabilities is defined as a change or adjustment to a work environment in order to afford an employee the opportunity to perform the essential functions of the job. Essential functions are the duties an employee must be able to perform as part of their job position. If you are in need of a reasonable accommodation, you may request one by contacting your immediate supervisor or the Office of Disability Resources and Services (DRS). Requests will be determined on a case-by-case and will require documentation of the disability from the employee.

Child Protection Clearances are required for all new and current employees who will have direct contact with children under the age of 18. These clearances include a Pennsylvania State Police criminal records check, a Pennsylvania Department of Human Services child abuse history clearance, and an FBI criminal record check. Learn more about obtaining Child Protection Clearances.

As a supervisor, manager, or HR professional, you have the responsibility of ensuring productivity in your employees. This includes ongoing communication, helping employees focus on goals to achieve best workplace practices, and utilizing University resources when appropriate, including disciplinary action, filing grievances, and making accommodations for employees with disabilities. Please visit the Employee & Labor Relations homepage for more performance management tools and resources.

Employees must give 30-days’ notice before the date of the intended FMLA leave, including providing sufficient information to MetLife, the University’s FMLA administrator, to determine if the employee is qualified for FMLA protection. This information may include continuing treatment or hospitalization, a family member unable to perform daily activities, military family leave, or an employee unable to perform job functions. Please contact the Benefits Department for questions about the FMLA leave process or visit the Benefits homepage online.