7.4 Grievances and Appeal Process
A regular employee who has completed the probationary period may appeal disciplinary actions and submit grievances for any inequitable working condition or other situation which negatively affects morale.
The University, in its sole discretion, reserves the right to determine whether an action is a management right as outlined in Section 2.1.3 of this Handbook.
If the individual submitting the appeal or grievance alleges discrimination, harassment, or retaliation in his or her appeal or grievance, then the grievance or appeal process will be held in abeyance pending a review of the new complaint of discrimination, harassment, or retaliation.
A hearing before the committee is a non-adversarial proceeding, and attorneys are
not allowed to participate on either side. If you are granted a hearing before the
committee and you fail to appear at the hearing, the hearing may be held in your absence.
The committee’s recommendations are presented to the Vice President, Finance and Administration for a final decision. The Associate Vice President / Chief Human Resources Officer (respective to either University General Division or аÄÃÅÁùºÏ²Ê¿ª½±¼Ç¼ Health) will advise the concerned parties of the decision and assist in any personnel action required.
Refer to the University’s Sexual Misconduct & Complaint Resolution policy or your Human Resources office for additional information about this process as it relates to Title IX of the Educational Amendments of 1972.