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Employee Grievance Process: Difference between revisions
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'''1.1''' The University of Nebraska Medical Center (UNMC) is committed to preserving and improving cooperative and effective work relationships among all UNMC employees. It is the intent of the University of Nebraska Medical Center to resolve employee concerns, complaints, and grievances at the lowest level possible and in a manner that allows all perspectives to be heard. The UNMC grievance process provides an opportunity to review certain employment and civil rights matters. | '''1.1''' The University of Nebraska Medical Center (UNMC) is committed to preserving and improving cooperative and effective work relationships among all UNMC employees. It is the intent of the University of Nebraska Medical Center to resolve employee concerns, complaints, and grievances at the lowest level possible and in a manner that allows all perspectives to be heard. The UNMC grievance process provides an opportunity to review certain employment and civil rights matters. | ||
==Scope== | ==Scope== | ||
'''2.1''' All regular office-service staff, all regular managerial-professional staff, and such academic-administrative staff and other academic staff for whom access to established academic grievance procedures is not available (any of whom are referred to herein as a "Employee"), are eligible to access the process described in this policy. Employees who have not successfully completed their six (6) month post-hire probationary period are not eligible to access the grievance process. | '''2.1''' All regular office-service staff, all regular managerial-professional staff, and such academic-administrative staff and other academic staff for whom access to established academic grievance procedures is not available (any of whom are referred to herein as a "Employee"), are eligible to access the process described in this policy. Employees who have not successfully completed their six (6) month post-hire probationary period are not eligible to access the grievance process. | ||
==Basis of the Policy== | ==Basis of the Policy== | ||
'''3.1''' UNMC complies with Board of Regents policy (section 3.3.4) in establishing a grievance process for non-academic employees. | '''3.1''' UNMC complies with Board of Regents policy (section 3.3.4) in establishing a grievance process for non-academic employees. | ||
==Authorities and Administration== | ==Authorities and Administration== | ||
'''4.1''' The Associate Director of Human Resources - Employee Relations is responsible for the administration, implementation, and maintenance of the Employee Grievance Process Policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance Executive Director of Human Resources and the Vice Chancellor for Business and Finance. | '''4.1''' The Associate Director of Human Resources - Employee Relations is responsible for the administration, implementation, and maintenance of the Employee Grievance Process Policy at the campus level in consultation with the Assistant Vice Chancellor for Business and Finance Executive Director of Human Resources and the Vice Chancellor for Business and Finance. | ||
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''Please Note: Any employee who believes he or she is being discriminated against in full or in part because of his or her race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation is eligible to utilize the University of Nebraska Medical Center Equal Opportunity Grievance Process and should contact Human Resources - Employee Relations at 402-559-7394 during business hours.'' | ''Please Note: Any employee who believes he or she is being discriminated against in full or in part because of his or her race, color, ethnicity, national origin, sex, pregnancy, sexual orientation, gender identity, religion, disability, age, genetic information, veteran status, marital status, and/or political affiliation is eligible to utilize the University of Nebraska Medical Center Equal Opportunity Grievance Process and should contact Human Resources - Employee Relations at 402-559-7394 during business hours.'' | ||
===Exceptions=== | ===Exceptions=== | ||
*The determination of position classification, salary or wage levels, performance evaluation, reduction-in-force decisions, and terminations of an "employment-at-will" are not subject to grievance under this policy; provided however, that any termination of the "employment-at-will" of an Employee must first be reviewed by the Assistant Vice Chancellor - Executive Director of Human Resources. (Throughout this policy, any responsibility or authority assigned to the Assistant Vice Chancellor - Executive Director of Human Resources in this policy may be delegated to a member of the Human Resources staff or other appropriate designee). | *The determination of position classification, salary or wage levels, performance evaluation, reduction-in-force decisions, and terminations of an "employment-at-will" are not subject to grievance under this policy; provided, however, that any termination of the "employment-at-will" of an Employee must first be reviewed by the Assistant Vice Chancellor - Executive Director of Human Resources. (Throughout this policy, any responsibility or authority assigned to the Assistant Vice Chancellor - Executive Director of Human Resources in this policy may be delegated to a member of the Human Resources staff or other appropriate designee). | ||
*An employee who submits his or her resignation (oral or in writing) and whose resignation has been received, regardless of whether or not the resignation was requested, cannot utilize the University of Nebraska Medical Center Employee Grievance Process. By this guideline, employees are on notice that submission and receipt of a written resignation waives the right to utilize the grievance procedure. | *An employee who submits his or her resignation (oral or in writing) and whose resignation has been received, regardless of whether or not the resignation was requested, cannot utilize the University of Nebraska Medical Center Employee Grievance Process. By this guideline, employees are on notice that submission and receipt of a written resignation waives the right to utilize the grievance procedure. | ||
*If in the opinion of Human Resources Employee Relations there is a substantial question regarding the circumstances surrounding the resignation, Human Resources may determine that the resignation be treated as a termination. | *If in the opinion of Human Resources Employee Relations there is a substantial question regarding the circumstances surrounding the resignation, Human Resources may determine that the resignation be treated as a termination. | ||