Employee Grievance Process: Difference between revisions

<p>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<br />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<br />4.1 The UNMC Human Resources' Division Director of 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.</p>

<h2>Policy</h2>

<p>A grievance must be based upon a difference arising between the Employee and UNMC about interpretation or application of written UNMC policies, rules or procedures relating to terms and conditions of the Employee's employment. The following employment actions may be grieved under the UNMC process:</p>

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<p>Grievances are limited to matters of interpretation and application of UNMC employment policies, rules and procedures; the establishment or substantive content of such a policy, rule or procedure is not grievable. College or Departmental policies and rules may be grieved if the Employee can show that the College or Departmental policy or rule is contrary to a UNMC policy, rule or procedure. In such cases, UNMC policies, rules and procedures shall take precedence.<br />The Assistant Vice Chancellor - Executive Director of Human Resources has the responsibility of interpreting this policy and will determine whether or not a matter is grievable. If a matter is found to be non-grievable, the Director will work with the appropriate parties to try to resolve the concern.</p>

<p>The grievance process described in this policy is an internal, informal process, intended to facilitate open communication and exchange of relevant information and to allow for a meaningful, honest review of the grievance. To promote the informal and open exchange of information, attorneys shall not be permitted to participate in meetings or physically accompany either the UNMC representatives or the grieving Employee throughout this process. A non-lawyer advisor may accompany a grieving Employee throughout the process to provide advice and support to the Employee. The non-lawyer advisor may not actively participate in the process. For example, presenting evidence and directing questions to or otherwise communicating with supervisors, panel members or UNMC representatives are not permitted activities for the non-lawyer advisor. No activity or documentation arising as a result of this policy is deemed to be subject to Public Records laws or Open Meetings laws, unless University legal counsel advises otherwise. The Employee alleging a violation of policy is encouraged to informally discuss the matter with his/her immediate supervisor in an attempt to reach a resolution prior to initiating a formal grievance. No audio or video recordings shall be made in relation to the processes described in this policy.</p>

<p>5.3 <strong>Step 1: Appeal to the Immediate Supervisor:</strong></p>