3.36 – Employee Grievances and Appeal

A.    Purpose

To establish the standard for the employee grievance and resolution process.

B.    Policy

College employees may present a grievance for resolution and may do so without fear of retaliation. For the purpose of this policy, a grievance is any matter of employee concern or dissatisfaction within the control of the institution except: (a) the content of institution policies, or (b) the non-renewal of an employee agreement.

C.    Procedures

Employees may bring grievances for matters that include but are not limited to the demotion/loss/lessening of work hours, work conditions, work assignments, and compensation, as well as written warnings, performance appraisals, and an adverse interpretation or application of a college policy or procedure.

An individual filing a grievance in good faith or otherwise participating in any of the actions authorized under these grievance rules shall not be subject to reprimand or retaliatory action of any kind by any member of the college community for such filing and participation. However, if it is determined that a grievant has filed a knowingly false grievance or has acted in bad faith, the grievant may be subject to disciplinary procedures up to and including termination.

The procedures for filing and resolving an employee grievance are outlined below. The grievant may withdraw the grievance at any level. The procedures are not intended to replace other specific college procedures that govern a particular situation.

STEP 1: The college encourages informal resolution of matters. The employee should discuss the situation with their immediate supervisor. If the situation is not resolved, or if discussion with the supervisor is not appropriate based on the circumstances, proceed to step 2.

STEP 2: The employee may file a written grievance with the Office of Human Resources. The written grievance should provide the details of the incident and a desired outcome.

A grievance should be filed within ten (10) working days after the situation arises. Grievances filed after the 10-day deadline may not be considered.

All appropriate levels of management will be contacted by the Office of Human Resources and involved in the review and resolution of the grievance. They will seek to resolve the grievance within fifteen (15) working days of it being filed, although this timeframe may be modified based on the complexity of the issues involved, the need for an in-depth investigation, scheduling conflicts, etc.

The employee will be notified of the decision regarding the grievance with respect to the privacy of all parties.

STEP 3: If the employee is not satisfied with the decision in step 2, the employee may request a final review by the chancellor. This request should be made in writing and include the original written grievance and written decision in step 2.

The request for final review to the chancellor should be made within ten (10) working days after notice of the decision in step 2.

The chancellor will review the materials provided and make a final decision within ten (10) working days, although this timeframe may be modified as determined necessary by the chancellor.

The chancellor’s decision is final. The employee and other appropriate individuals will be notified of the decision in writing.

D.    Definitions

College Community is students, faculty and staff of the college, the board of trustees, visitors, contractors and consultants performing work or services on college owned or leased properties and all other invitees of the college.

Working days are days that the college is open and in operation.

E.    Authority

This policy is maintained under the authority of the chief human resources officer.

F.    Related Policies

3.60 Employee Code of Conduct and Disciplinary Procedures

3.39 Anti-Harassment and Anti-Discrimination

4.06 Sexual Harassment and Grievance Procedures

G.    Implementation

Purpose, procedures, definitions, authority and related policies sections approved and adopted by the chancellor’s cabinet on 09/08/20.

Policy approved and adopted by the board of trustees on 10/12/20. Set for review in 2023-2024.