833.1 Employee Grievance and Appeals for Administrative and Support Personnel

Created by: Dana Trebing on 02/24/2005
Category: 8 - Human Resources; 30 - Employee Relations/Communications
 
Originator: President
Current File: 833.1
Adoption Date: 02/24/2005
Reviewed for Currency: 02/24/2005
 
Replaces File: 833.1
Date of Origin: 09/23/1976
 
Classification: Personnel
 
In Archive? 0


833.1 Employee Grievance and Appeals for Administrative and Support Personnel

 

A. Background

Furman University is responsible for providing fair and equitable treatment to its employees. The university also recognizes that on occasion some employees may not believe they have received proper treatment. Therefore, an orderly means must be provided to allow a prompt, fair, and judicious review of employee complaints.

 

B. Policy

Every employee of Furman University has the right to present a grievance or appeal, free from interference, restraint, coercion, discrimination or reprisal, when the employee feels he or she has been subjected to unfair, discriminatory, derogatory, or abusive treatment.

 

C. Guidelines

1. Employees shall be entitled to such time off from regular duties as may be necessary and reasonable for the resolution of the grievance or appeal without loss of pay, vacation, or other work credits.

2. Employees who have not completed the initial three months' probationary period are entitled to all rights of grievance and appeal except the right of appeal of involuntary separation, reassignment or demotion. The following steps constitute the formal grievance/appeal procedure at Furman university:

Step 1. If an employee has a problem which cannot be resolved through the normal process of informal discussion, he or she may notify his immediate supervisor of his or her wish to present a formal grievance. The supervisor must schedule a hearing with the employee within three (3) working days. The employee should present his or her grievance in writing. The employee may choose to have a fellow employee present at the hearing. The supervisor may have higher level supervisors participate in the hearing if the employee agrees, or the supervisor may consult with higher level supervisors outside the hearing before making a decision. The answer from the supervisor must be in written form. The employee shall receive an answer within five (5) working days of the hearing or be advised within five (5) working days of the conditions which prevent an answer and when an answer may be expected. The supervisor will prepare and maintain on file a written record of all pertinent events through the conclusion of Step 1.

Step 2. If the decision from the above hearing is not satisfactory to the employee or if a response is not received within the specified period, the employee may make an appeal to the Director of Human Resources of Furman University. The employee must present his or her request under this appeal within five (5) working days after the date established for the initial response. The Director of Human Resources will determine to what extent facts will be required in writing. The supervisor(s) and the employee shall provide all pertinent information to the Director of Human Resources and will review the facts and hold whatever discussions deemed desirable or as the employee or supervisor(s) may request. The Director of Human Resources will advise the employee of the recommended course of action and provide a recommendation to the supervisor within five (5) working days after receipt of the appeal. In the absence of objection or appeal by either the employee or the supervisor, the recommendation in Step 2 is expected to be implemented within a period of five (5) working days.

Step 3. If the decision reached in Step 2 is not satisfactory to the employee or is not properly implemented, an appeal must be filed with the Director of Human Resources within five (5) working days after receipt of the Director of Human Resources' decision. The Director of Human Resources will cause a Furman University Grievance Committee to be formed consisting of (1) an employee chosen by the employee filing the grievance, (2) an employee chosen by the supervisor, and (3) an individual chosen by both the employee and the supervisor. The latter member will serve as the chair of the committee. A member of the Human Resources Department will serve as recorder for the committee. The employee requesting the appeal must provide a written summary of the specific facts of the complaint to the committee, copies of which shall be provided at the same time to all other parties concerned. The Human Resources Office will be ready to assist in the writing of the summary as may be needed. The Grievance Committee shall conduct whatever hearings, investigations and fact-findings it may consider necessary, but in no case shall the investigations period exceed ten (10) working days. The chair of the committee will inform the President of the University, in writing, of the details of the problem, the reason why it was not resolved at lower levels, and the recommendations of the committee. The President will render a decision within five (5) working days, and this decision will be announced immediately, in writing, to all parties concerned.

...........................