Chapter 1: Mission of the Laboratory Schools
Chapter 2: University Organization and Governance
Chapter 3: Role of Faculty Associates
Chapter 4: Appointment and Employment Information
Chapter 5: Professional Growth & Evaluation of Faculty Associates
Chapter 6: Contractual Continued Service
Chapter 7: Grievance Process
Chapter 8: University Leaves
Chapter 9: Benefits
Chapter 10: University Services
Chapter 11: Recreation, Leisure, and Cultural Activities
Chapter 12: Emergency Information
Appendix A: Procedures for Making an Application for Research in the Laboratory Schools
Each supervisor and each Faculty Associate has an obligation to make every reasonable effort
to resolve employment related problems and/or complaints as they arise. In those instances
where these efforts prove unsuccessful, the University has established the following procedure
whereby grievances may be resolved, except for those matters specifically excluded. Informal
discussion of issues that can result in the elimination of misunderstandings and the resolution
of disputes in a way that helps to maintain the collegial atmosphere is preferable to formal
grievance procedures. Only active Faculty Associates have access to this grievance process.
A grievance is defined as any dispute or difference between the employer and the Faculty
Associate with respect to the meaning, interpretation, or application of the Faculty Associate
Handbook or University policy. The following matters are not subject to this grievance
procedure: (1) violations of the Anti-Harassment and Non-Discrimination Policy or any other
policy under the Office of Equal Opportunity, Ethics, and Access (OEOEA); (2) Board of
Trustees Regulations and By-Laws, their meaning and/or interpretation; (3) Performance
Appraisals; (4) School Code statute or regulations, their meaning and/or interpretation; (5) Job
classification and compensation (including salary adjustment); (6) Actions grieved after
resignation or voluntary termination; (7) Layoff through reduction-in-force; (8) Hiring decisions,
including internal promotion decisions; (9) Dismissal for cause; and (10) Any other action
subject to another process under the Faculty Associate Handbook.
Any grievance filed by a Faculty Associate shall be filed in accordance with the procedures
below. If grieving a decision issued directly from Human Resources, the grievance will be
initiated in writing using formal grievance form at Step 3 of the procedures below. For purposes
of this procedure, workdays are considered to be Monday through Friday.
The Faculty Associate may select any representative to be involved at any step within the
grievance procedure, but the representative only serves in an advisory capacity. To invoke
this provision, contact the Director, Labor Relations. The time limits set forth may be extended
by written mutual consent of both parties. If at any step within the grievance procedure the
employer fails to respond within the time limits herein set forth, the Faculty Associate(s) may
advance the grievance to the next step within five (5) workdays. If at any step within the
process the Faculty Associate fails to advance the grievance to the next step within the
specified time frame, the employer may consider the grievance null and void.
Within five (5) workdays after the first occurrence, or within five (5) workdays after the Faculty
Associate, through the use of reasonable diligence, should have been aware of the
circumstance(s) or condition(s) causing a grievance, the Faculty Associate(s) must orally
present the grievance to the immediate supervisor. The immediate supervisor will provide an
oral response within five (5) workdays after such presentation.
If the grievance is not settled in Step 1 and the Faculty Associate wishes to advance the
grievance to Step 2, they must do so in writing to the Major Area Administrator or her/his
designee within five (5) workdays after the supervisor’s oral response outlined in Step 1. The
written grievance must be submitted on a formal grievance form available from Human
Resources, must be signed by the Faculty Associate, and must contain a complete statement
of the facts, the provision or provisions of the Faculty Associate Handbook or University policy
which the employer is alleged to have violated, and the relief requested. The Major Area
Administrator or her/his designee will meet and conduct an investigation, as necessary, in an
attempt to resolve the grievance with the Faculty Associate at a time mutually agreeable to the
parties. If no settlement is reached, the Major Area Administrator or her/his designee will
provide a written response to the grievance within five (5) workdays following the meeting.
If the grievance is not settled in Step 2 and the Faculty Associate wishes to advance the
grievance to Step 3, they must do so in writing to the Director, Labor Relations at Human
Resources within five (5) workdays after the Major Area Administrator’s written response
outlined in Step 2.
If the decision being grieved was issued directly by the Office of Human Resources, the written
grievance must be submitted within five (5) workdays after the occurrence they are grieving on
a formal grievance form available from Human Resources, must be signed by the Faculty
Associate, and must contain a complete statement of the facts, the provision or provisions of
the Faculty Associate Handbook or University policy which the employer is alleged to have
violated, and the relief requested.
A meeting between the Director, Labor Relations or her/his designee, and the Major Area
Administrator/Superintendent/Dean, College of Education, and the Faculty Associate will be
held at a time mutually agreeable to the parties. If no settlement is reached, the Director, Labor
Relations or her/his designee will provide a written answer to the grievance within ten (10)
workdays following the meeting.
If the final decision is not acceptable to the Grievant and/or to the Respondent, the dissatisfied
party has five (5) working days to submit a written request for an administrative review to the
President or his/her designee. (Should the President be the Grievant or the Respondent or a
named party in the grievance, the administrative review shall be conducted by the designee
for final determination).
If the President or designee determines that the Major Area Administrator has erred, the matter
shall be remanded to the Major Area Administrator with direction to modify the decision.
If the President or designee sustains the decision of the Major Area Administrator, the
President shall notify the Major Area Administrator and the parties in writing that the decision
Approved by Metcalf and U-High faculty governance committees.
Effective August 25, 2015