Policy: Resolving Grievances for University Staff Employees
|Date: 05/22/09||Policy ID: HRM-027||Status: Final|
|Contact Office:||Consulting Services (UHR)|
|Oversight Executive:||Vice President and Chief Human Resources Officer|
|Applies To:||Academic Division and the College at Wise.|
|Table of Contents:|
|Reason for Policy:||
This policy provides a process for orderly and prompt resolution of work-related problems for University Staff employees.
When there are concerns or problems arising out of employment, University staff employees and their supervisors are encouraged to find informal means of resolving them. If these measures do not resolve the problem, then employees have access to either the State Grievance Procedure or the University Grievance Process depending on employment category (see chart in Section 3.a).
|Definition of Terms in Statement:||
Alternative Dispute Resolution (ADR): The use of alternative, non-adversarial processes to address stakeholder concerns generally using a neutral third party.
Grievance: An unresolved complaint concerning the application of University policy, practice, or procedure that is communicated in writing by an employee to an appropriate University official, normally the employee’s supervisor.
Retaliation: Reprisal, interference, restraint, penalty, discrimination, intimidation or harassment, determined in accordance with applicable legal standards.
University Staff Employees: Those salaried, non-faculty employees hired on or after July 1, 2006, and those salaried, non faculty employees and Administrative and Professional Faculty electing to participate in the University Human Resources System established by the Board of Visitors under the authority granted by the Restructuring Act, and the Management Agreement.
Executive & Senior Administration Staff (E&SA): University staff employees on limited term appointments having significant administrative responsibilities and duties and exercising considerable independent discretion, and having the ability to commit the University to a long term course of action.
This category includes:
Managerial and Professional Staff (M&P): University staff employees who manage a division or subdivision of a major academic or administrative unit and/or exercise significant knowledge, discretion and independent judgment gained through advanced education or experience. This category includes coaches, other than Head or Associate Head Coaches/Coordinators, on individually negotiated contracts. M&P Staff are typically exempt employees under the provisions of the Fair Labor Standards Act (FLSA), and therefore not subject to the FLSA provisions governing the payment of overtime.
Operational & Administrative Staff Employee (O&A): University Staff employees performing office, laboratory, student and library support; building construction and maintenance; equipment services; public safety; and other operational responsibilities. O&A Staff Employees are typically non-exempt employees under the provisions of the Fair Labor Standards Act (FLSA), and therefore are subject to the FLSA provisions governing the payment of overtime.
The University is committed to the fair treatment of all its employees. When there are workplace concerns, University Staff employees and their supervisors are encouraged to find informal and constructive means of resolving them, including voluntary mediation and other Alternative Dispute Resolution (ADR) methods. If ADR measures do not resolve the problem, then non-probationary employees have access to either the State Grievance Procedure or the University Grievance Process.
This policy shall not be construed to deny eligible employees access to the State Grievance Procedure; the discrimination complaint process of the University’s Office of Equal Opportunity Programs, the Commonwealth of Virginia Department of Human Resource Management’s Office of Equal Employment Services, or appropriate state or federal agencies; or any other formal complaint process to which they are entitled.
This policy does not alter any other University policies; create any right of action; create any obligation or expectation that the University will engage in ADR beyond what is agreed to by an authorized University representative; or be construed to authorize arbitration or collective bargaining prohibited by state law.
EXT-001, Administrative Dispute Resolution
|Major Category:||Human Resource Management|
|Category Cross Reference:|
|Next Scheduled Review:||05/22/15|
|Approved By, Date:||Executive Vice President and Chief Operating Officer, 05/22/09|
|Revision History:||Updated 1/15/15, 12/19/14.|
|Supersedes (previous policy):|