Faculty Associate Handbook
Forward
Chapter 1: Mission of the Laboratory Schools
Chapter 2: Role of Faculty Associates
Chapter 3: Appointment and Employment Information
Chapter 4: Professional Growth & Evaluation of Faculty Associates
Chapter 5: University Benefits and Time Away from Work
Chapter 6: Absence Procedures
Chapter 7: Resignation and Retirement
Chapter 8: Probation Period and Laboratory School Continued Service
Chapter 9: Discipline & Dismissal
Chapter 10: Grievance Process
Chapter 11: Compensation Add links for Appendix B, C, D, E, and F
Chapter 12: Emergency Information
Appendix A: Procedures for Making an Application for Research in the Laboratory Schools
Chapter 10: Grievance Process
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.
I. Grievance
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.
- Procedure:
- 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 at Step 3 of the procedures below.
- For purposes of this procedure, workdays are Monday through Friday. 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.
- 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 and Academic Employee Relations.
- Step 1: Within five (5) workdays after the first occurrence, or within five (5) workdays after the Faculty Associate, using reasonable diligence, should have been aware of the circumstance(s) orcondition(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.
- Step 2: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 Building Principal 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 Building Principal or her/his designee will meet with the Faculty Associate at a time mutually agreeable to the parties and attempt to resolve the grievance with the Faculty Associate. If no settlement is reached, the Building Principal or her/his designee will provide a written response to the grievance within five (5) workdays following the meeting.
- Step 3: 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 and Academic Employee Relations at Human Resources within five (5) workdays after the Building Principal’s written response outlined in Step 2.
- If the decision being grieved was issued directly by Human Resources, the grievance will be initiated at Step 3. In such cases, the written grievance must be submitted 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, on formal grievance form available from Human Resources, The written grievance 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 and Academic Employee Relations or her/his designee, the Building Principal /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.
- Appeal: 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 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 Building Principal or designee has erred, the matter shall be remanded to the Building Principal with direction to modify the decision. If the President or designee sustains the decision of the Building Principal, the President shall notify the Building Principal and the parties in writing that the decision stands.