EmployEE Handbook - Marymount University

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include consequences of not meeting the requirements of the PIP. Managers must consult HR Services before finalizing the document or meeting with the employee to discuss the PIP. Grievance Procedure A. Definition of Grievance A grievance is an allegation by a person or persons covered by the Employee Handbook that there has been a violation, misinterpretation, or misapplication of a current policy-based employee right. It is the University’s policy to resolve an employee’s work related problem(s) to the satisfaction of all parties involved. In compliance with the University’s EEO policy, if an employee feels that an employment decision is made in violation of the EEO policy, he/she shall discuss the issue with his/her department head. Depending on the circumstances, the employee may choose to pursue either a formal EEO complaint, or follow the grievance process as outlined below. The employee may not pursue both a formal EEO complaint and an intra-university grievance at the same time. If an employee experiences a work related problem or questions a University or departmental policy, the employee should refer the matter to his/her supervisor who shall attempt to resolve the matter with the employee. Although many problems can be solved informally, there is a formal grievance procedure that the employee may use as follows: B. Faculty Grievance Procedure The Faculty grievance procedure is outlined in the Faculty Handbook. C. Staff Grievance Procedure Step 1: Informal Procedure The employee will first informally discuss the grievance with his/her immediate supervisor within ten (10) workdays of becoming aware of the alleged grievable action, and the immediate supervisor should document the meeting, the discussion and any action steps that result from the discussion. Both parties should strive to arrive at a mutually agreeable settlement. If there is no mutual agreement, and the informal meeting fails to satisfy the employee, he/she may file a formal written grievance by proceeding to Step 2. Step 2: Formal Written Grievance Appeal A formal grievance appeal may be filed with the appropriate officer of the University to whom the employee’s supervisor reports. For purposes of this Section, the officers of the University include the President, the Vice President for Academic Affairs and Provost, the Vice President for Financial Affairs, the Vice President for Enrollment and Student Services, the Vice President for Development, and the Vice President for Communications and Marketing. The formal written appeal must be made in writing using the Grievance Appeal Form (available from the Office of Human Resource Services or downloadable 14
from the HR website) within five (5) working days following the informal meeting with the supervisor as outlined in Step 1. For purposes of the grievance procedure, a working day will be defined as a day when the administrative offices of the University are open as specified by the current University Catalog. By interviewing parties to the grievance and by any other appropriate means of investigation, the officer will make a determination regarding the disposition of the grievance. Within ten (10) workdays after receipt of notification of the appeal, the officer will issue a written decision and send a copy to each of the parties to the grievance. Step 3: Request for Grievance Committee Hearing Either party to the grievance may appeal the decision of the administrative officer by filing a written request for a hearing before the Grievance Committee with the Executive Director, Human Resource Services. The request must be in writing using the Request for Grievance Committee Hearing Form (also available from the Office of Human Resource Services or downloadable from the HR website) and submitted within five (5) working days after receipt of notification of the decision of the administrative officer. D. Grievance Committee Procedure 1. The Committee will convene and review the Grievance Appeal Form and decide whether the problem is a grievable issue. If it is not a grievable issue, the Committee will inform the grievant within ten (10) working days after receipt of the Grievance Appeal Form. The Committee’s decision in this matter will be final. If the Committee finds the problem is a grievable issue, the chairperson will convene a meeting of the Grievance Committee within ten (10) working days of the receipt of the Grievance Appeal Form. At the meeting, each of the parties to the dispute may be accompanied by an advisor. The advisor may not be an attorney. The advisor acts as an aide and confidant but does not present evidence or question the parties to the grievance. The two parties to the grievance may testify and be questioned by the Committee. 2. After information has been heard and/or examined, the Committee will determine if it requires additional testimony or documents. In the event that further review is required, the Committee chairperson will schedule a meeting to examine same. 3. After all evidence has been heard, the parties will be dismissed. The Committee will reach a recommendation for resolution of the grievance. The Committee may dismiss the grievance for lack of supporting evidence, decide in favor of the grievant and provide relief sought or provide an alternate solution that best resolves the situation. 4. The Committee chairperson will send a written report to the Executive Director, Human Resource Services with the recommendation of the Committee. 5. The Executive Director, Human Resource Services shall make a decision within twenty (20) working days, and notify the grievant, the appropriate administrative officer, and the Committee chairperson of the decision, which shall be final. 15
Page 1 and 2: Marymount University Employee Handb
Page 3 and 4: Table of Contents Welcome Universit
Page 5 and 6: Standards of Conduct In their actio
Page 7 and 8: Free shuttle service to and from th
Page 9 and 10: 1. Administrator (Executive) 2. Fac
Page 11 and 12: immediately report this information
Page 13 and 14: An employee who has been subject to
Page 15: Progressive Discipline All employee
Page 19 and 20: 2. Any time prior to his/her last d
Page 21 and 22: 1. No staff employee separating fro
Page 23 and 24: Time Records and Payday Guidelines
Page 25 and 26: 4. Any employee seeking accommodati
Page 27 and 28: Sexual Harassment is a form of sex
Page 29 and 30: Early reporting and intervention ha
Page 31 and 32: employee’s role in the protection
Page 33 and 34: performance; and strained work rela
Page 35 and 36: Avoid unstable structures; smoke; e
Page 37 and 38: III. Procedures a) Non-emergency si
Page 39 and 40: An unreported absence by an employe
Page 41 and 42: employment. Employees may not devel
Page 43 and 44: Enforcement Violations of this Comp
Page 46 and 47: In addition to salary, Marymount of
Page 48 and 49: Group Short Term Disability Insuran
Page 50 and 51: take a maximum of eighteen (18) cre
Page 52 and 53: Holiday Leave Leave Policies All re
Page 54 and 55: for benefits. Sick leave is accrued
Page 56 and 57: Jury or Witness Duty Required time

EmployEE Handbook - Marymount University

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