An employee who believes he or she has been discriminated against in violation of this Policy is encouraged to first seek a resolution of the problem through discussion with the person(s) directly involved, including his or her supervisor. In cases where an employee chooses not to discuss the problem with the person(s) directly involved or with his/her supervisor, he or she may consult with the College Ombudsperson, an IDE representative or a Human Resources Consultant about possible resolutions and next steps. Designated personnel in these offices will attempt to resolve the problem through consultation and discussion.
Normally, resolution at this stage does not involve a factual investigation or a conclusion that the Policy was or was not violated. Rather, it involves an opportunity for communications regarding areas of dispute in hopes of resolving the dispute.
When resolution is not reached in IDE or HR, the employee should consult with the Ombudsperson to discuss other resolution options and the procedure for bringing a formal grievance. Please note: While a non-union employee is free to use any of the resources identified above in order to resolve his or her concern, the College expects that non-union employees will consult with the Ombudsperson prior to initiating a formal grievance under this Policy or the General Grievance Policy. This step will help ensure that the employee has evaluated resolution options and invokes the right procedures to address the employee’s concern. The Ombuds Office will not be part of any formal grievance process and will not take sides in any dispute.
1. To initiate a Grievance under this Policy, the grievant submits a written statement outlining the relevant facts that form the basis of the complaint and stating the relief sought in the IDE office. An IDE representative, will, if requested, assist in preparing the statement.
2. Upon receiving the written statement, an IDE representative will notify the appropriate division leader or department head that the grievance has been filed. The IDE representative will then initiate an inquiry into all facts relevant to the case and will decide, within two weeks of receipt of the grievance, whether or not the Policy has been violated. This process typically involves meetings with the grievant and the respondent and other relevant witnesses.
In some cases, the IDE representative will meet with the grievant and the respondent at the same time. If the grievant wishes, a fellow College employee may accompany the grievant to the meeting to provide support at such a meeting. However, as this is an internal meeting, non-employees, including legal counsel, are not permitted at the meeting.
3. If the IDE representative decides that the Policy was not violated, the grievant will be advised in writing as to the reason for this decision. Where the IDE representative determines that the matter does not involve a violation of the Policy, but the events underlying the grievance merit further attention, the IDE representative will refer the case to the appropriate office.
4. If the IDE represntative finds that the Policy was violated, the IDE representative will attempt to identify an effective resolution. The resolution process will, if possible, be completed within three weeks of the IDE representative's determination. If the situation is resolved to the satisfaction of the employee who brought the grievance, the case will be considered closed. If the employee is not satisfied with the resolution made available by the IDE representative, the employee may request a review of the matter by the Hearing Review Board.
5. If the IDE representative cannot determine whether or not the Policy was violated, the grievance should be forwarded to Hearing Review.
Grievance Procedure General Provisions govern the Internal Review process.
Last Updated: 6/3/11