Overview

Supervisors and employees should mutually strive to develop and maintain good working relationships. The University encourages open and honest dialogue about work standards and performance. If such discussion does not prevent or solve a problem, additional actions may be taken, and more formal procedures are available. The University prohibits retaliation against any employee for use of, or participation in, such procedures.

There are three methods available to staff members for addressing employee relations problems:

• General Inquiry
• Informal Complaint Procedure
• Formal Complaint Procedure

General Inquiry

If a staff member believes that he/she has been inappropriately treated or he/she desires clarification of University policies and procedures, and is unable or prefers not to talk to the departmental administrator about the questions, he/she is encouraged to contact the Office of Human Resources, the Office of Affirmative Action, or the Staff Association Council (SAC) for assistance.

Informal Complaint Procedure

If a problem remains unresolved after using the general inquiry process, staff employees may elect to initiate a request for redress through the informal complaint procedure. They should attempt to first discuss the problem with the immediate supervisor. The supervisor’s responsibility is to meet in a timely and professional manner with the employee to discuss the applicable University policies. Supervisors should consider reasonable solutions that would remedy the situation consistent with University policy.

Employees that feel they are not able to direct the particular work-related concern to an immediate supervisor, may discuss the matter with another appropriate departmental administrator. They may also contact the Office of Human Resources, the Office of Affirmative Action, or the Staff Association Council (SAC) for additional assistance in resolving the complaint(s).

Formal Complaint Procedure

The term “formal complaint” refers to a written complaint concerning the interpretation or application of a specific term or provision of University or department policy, or concerning a disciplinary act alleging that the application of such procedure or criteria was clearly erroneous, arbitrary, or capricious. Formal complaints involving discretionary decisions will be processed solely with respect to whether or not prescribed procedures were followed and/or whether or not prescribed criteria, if any, were observed.

Formal procedures, when necessary, are available to staff members for the efficient handling and equitable hearing of complaints. The following complaint procedure covers only those regular University staff members in classified positions who have successfully completed the initial provisional period of employment. If a staff member is serving the initial provisional period or any extension of it, the University’s formal complaint procedure may not be invoked. The staff member is eligible, however, to use the informal complaint procedure, unless and until the staff member is dismissed. The procedure outlined in the Staff Handbook is the only authorized procedure to be invoked for resolving formal employee complaints. Formal Complaint Procedure