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 effortto resolve employment related problems and/or complaints as they arise. In those instanceswhere these efforts prove unsuccessful, the University has established the following procedurewhereby grievances may be resolved, except for those matters specifically excluded. Informaldiscussion of issues that can result in the elimination of misunderstandings and the resolutionof disputes in a way that helps to maintain the collegial atmosphere is preferable to formalgrievance 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 and Access (OEOA); (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; (10) a complaint under the jurisdiction of the Academic Freedom, Ethics and Grievance Committee pursuant to University Policy 3.3.8, Section II.A.7 and (11) 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 proceduresbelow. If grieving a decision issued directly from Human Resources, the grievance will beinitiated in writing using formal grievance form at Step 3 of the procedures below. For purposesof this procedure, workdays are considered to be Monday through Friday.
The Faculty Associate may select any representative to be involved at any step within thegrievance procedure, but the representative only serves in an advisory capacity. To invokethis provision, contact the Director, Labor Relations. The time limits set forth may be extendedby written mutual consent of both parties. If at any step within the grievance procedure theemployer fails to respond within the time limits herein set forth, the Faculty Associate(s) mayadvance the grievance to the next step within five (5) workdays. If at any step within theprocess the Faculty Associate fails to advance the grievance to the next step within thespecified 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 FacultyAssociate, through the use of reasonable diligence, should have been aware of thecircumstance(s) or condition(s) causing a grievance, the Faculty Associate(s) must orallypresent the grievance to the immediate supervisor. The immediate supervisor will provide anoral response within five (5) workdays after such presentation.
If the grievance is not settled in Step 1 and the Faculty Associate wishes to advance thegrievance to Step 2, they must do so in writing to the Major Area Administrator or her/hisdesignee within five (5) workdays after the supervisor’s oral response outlined in Step 1. Thewritten grievance must be submitted on a formal grievance form available from HumanResources, must be signed by the Faculty Associate, and must contain a complete statementof the facts, the provision or provisions of the Faculty Associate Handbook or University policywhich the employer is alleged to have violated, and the relief requested. The Major AreaAdministrator or her/his designee will meet and conduct an investigation, as necessary, in anattempt to resolve the grievance with the Faculty Associate at a time mutually agreeable to theparties. If no settlement is reached, the Major Area Administrator or her/his designee willprovide 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 thegrievance to Step 3, they must do so in writing to the Director, Labor Relations at HumanResources within five (5) workdays after the Major Area Administrator’s written responseoutlined in Step 2.
If the decision being grieved was issued directly by the Office of Human Resources, the writtengrievance must be submitted within five (5) workdays after the occurrence they are grieving ona formal grievance form available from Human Resources, must be signed by the FacultyAssociate, and must contain a complete statement of the facts, the provision or provisions ofthe Faculty Associate Handbook or University policy which the employer is alleged to haveviolated, and the relief requested.
A meeting between the Director, Labor Relations or her/his designee, and the Major AreaAdministrator/Superintendent/Dean, College of Education, and the Faculty Associate will beheld at a time mutually agreeable to the parties. If no settlement is reached, the Director, LaborRelations 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 dissatisfiedparty has five (5) working days to submit a written request for an administrative review to thePresident or his/her designee. (Should the President be the Grievant or the Respondent or anamed party in the grievance, the administrative review shall be conducted by the designeefor final determination).
If the President or designee determines that the Major Area Administrator has erred, the mattershall 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, thePresident shall notify the Major Area Administrator and the parties in writing that the decisionstands.
Approved by Metcalf and U-High faculty governance committees.
Effective August 25, 2015