EmployEE Handbook - Marymount University
EmployEE Handbook - Marymount University
EmployEE Handbook - Marymount University
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include consequences of not meeting the requirements of the PIP. Managers must consult<br />
HR Services before finalizing the document or meeting with the employee to discuss the<br />
PIP.<br />
Grievance Procedure<br />
A. Definition of Grievance<br />
A grievance is an allegation by a person or persons covered by the Employee<br />
<strong>Handbook</strong> that there has been a violation, misinterpretation, or misapplication of<br />
a current policy-based employee right. It is the <strong>University</strong>’s policy to resolve an<br />
employee’s work related problem(s) to the satisfaction of all parties involved.<br />
In compliance with the <strong>University</strong>’s EEO policy, if an employee feels that an<br />
employment decision is made in violation of the EEO policy, he/she shall discuss<br />
the issue with his/her department head. Depending on the circumstances, the<br />
employee may choose to pursue either a formal EEO complaint, or follow the<br />
grievance process as outlined below. The employee may not pursue both a formal<br />
EEO complaint and an intra-university grievance at the same time.<br />
If an employee experiences a work related problem or questions a <strong>University</strong> or<br />
departmental policy, the employee should refer the matter to his/her supervisor<br />
who shall attempt to resolve the matter with the employee.<br />
Although many problems can be solved informally, there is a formal grievance<br />
procedure that the employee may use as follows:<br />
B. Faculty Grievance Procedure<br />
The Faculty grievance procedure is outlined in the Faculty <strong>Handbook</strong>.<br />
C. Staff Grievance Procedure<br />
Step 1: Informal Procedure<br />
The employee will first informally discuss the grievance with his/her immediate<br />
supervisor within ten (10) workdays of becoming aware of the alleged grievable<br />
action, and the immediate supervisor should document the meeting, the<br />
discussion and any action steps that result from the discussion. Both parties<br />
should strive to arrive at a mutually agreeable settlement. If there is no mutual<br />
agreement, and the informal meeting fails to satisfy the employee, he/she may file<br />
a formal written grievance by proceeding to<br />
Step 2.<br />
Step 2: Formal Written Grievance Appeal<br />
A formal grievance appeal may be filed with the appropriate officer of the<br />
<strong>University</strong> to whom the employee’s supervisor reports. For purposes of this<br />
Section, the officers of the <strong>University</strong> include the President, the Vice President<br />
for Academic Affairs and Provost, the Vice President for Financial Affairs,<br />
the Vice President for Enrollment and Student Services, the Vice President for<br />
Development, and the Vice President for Communications and Marketing. The<br />
formal written appeal must be made in writing using the Grievance Appeal<br />
Form (available from the Office of Human Resource Services or downloadable<br />
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