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Policy: Grievance Procedures for Support Staff Excluded from Bargaining Units

Human Resources


EFFECTIVE DATE:

September 1, 1994 (replaces policy dated April 1, 1989)

AUTHORITY:

VICE-PRESIDENT (FINANCE & ADMINISTRATION)

PURPOSE:

The University recognizes that employees should have available to them a procedure for appealing supervisory decisions which they feel have adversely affected them. The grievance procedure for support staff excluded from bargaining units is designed to serve this purpose.

SCOPE:

This policy applies to all support staff at the University who are excluded from bargaining units. For employees who are members of a bargaining unit, consult the corresponding article in the appropriate collective agreement.

RESPONSIBILITY:

The Director of Human Resources is responsible for the communication, administration, and interpretation of this policy.

POLICY:

Should any difference, dispute or grievance arise between the employee and the University as a result of a supervisory decision, the following stages shall apply. It is in the interest of the entire University community that grievances should be settled as rapidly, amicably and informally as possible. These proceedings shall be confidential.

Stage 1

The employee shall have the right at any time within twenty (20) working days from the occurrence of the event to meet with his/her immediate supervisor in an attempt to resolve the grievance through informal discussion.

Stage 2

If the informal discussion does not resolve the grievance, the employee shall deliver a written statement of the grievance to his/her immediate supervisor, with a copy to the Director of Human Resources, describing:

(a) the administrative action which is the subject of the grievance;
(b) the manner in which the employee feels he/she is adversely affected; and
(c) the remedial action proposed.

The supervisor shall consult with the Director of Human Resources and reply in writing within ten (10) working days of the receipt of the written grievance. Copies of all grievances and related correspondence shall be sent to the Human Resources Department.

Stage 3

If the employee is not satisfied with the written decision rendered by the supervisor, then the employee shall within five (5) working days from the receipt of the written decision of the supervisor submit a copy of the written grievance to a Joint Grievance Committee comprised of a representative of the University appointed by the Vice-President (Finance and Administration) and an elected representative of the support staff excluded from bargaining units. Alternatively the grievor may choose to submit the grievance to the Director of Human Resources for a decision at Stage 3. No person may hear a grievance appeal at this stage if he/she has been involved, either directly or indirectly, with the grievance prior to this stage.

All appeals to the Joint Grievance Committee shall be forwarded to the Joint Grievance Committee, c/o the Human Resources Department.

The Joint Grievance Committee shall meet with the employee and his/her supervisor and may make any further investigations that it deems necessary. The Joint Grievance Committee shall render written recommendations within five (5) working days of the date on which the last meeting was held or the last investigation took place, whichever date is later. Copies of the written recommendations shall be sent to the grievor, the supervisor, the Vice-President (Finance and Administration), and the Director of Human Resources.

Stage 4

If the recommendations made by the Director of Human Resources or the Joint Grievance Committee do not resolve the grievance, then within five (5) working days from the receipt of the recommendations of the Director of Human Resources or the Joint Grievance Committee, the grievance may be submitted to the President or the President's designate.

The President or his/her designate shall meet with the Director of Human Resources, the employee, and his/her immediate supervisor to review the matter. The President or his/her designate may make any further investigations that he/she deems necessary. The President or his/her designate shall within ten (10) working days of the hearing render a written decision which shall be final and binding on the employee and the University.

Time Limits

The time limits set out in this policy and procedure may be extended by the mutual consent of the parties.

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