This procedure describes the location of information about grievance timelines for management, faculty and classified employees, and delineates the actions for which the management supervisor, and the Human Resources Department, are responsible.
A grievance is defined as a dispute about the meaning or interpretation of a particular clause of a collective bargaining agreement (or a clause of the management working agreement) or about an alleged violation of one of those documents. Grievance timelines for the classified and faculty bargaining units are outlined in the appropriate union contract. Grievance timelines for the management group are outlined in the management working agreement. General questions about the grievance processes can be referred to Human Resources. Specific concerns about grievances in progress should be referred to the labor relations consultant in the President's Office. If the labor relations consultant is not available, questions about grievances in progress can be referred to the Office Operations unit in Human Resources.
When a written grievance is submitted directly to a management supervisor under the terms of a collective bargaining agreement or the management working agreement, the manager is responsible for the following:
- Date stamping the document with the date of receipt;
- Promptly notifying the labor relations consultant of receipt of the grievance, or in the absence of the labor relations consultant, providing notification to the Office Operations unit in Human Resources;
- Forwarding a copy of the written grievance to the labor relations consultant; and
- Consulting with the labor relations consultant to develop an appropriate written response to the grievance.
If a written grievance is submitted directly to the labor relations consultant, college president, vice president, or Human Resources, the management supervisor will be promptly notified by the recipient and consulted. Written records of all grievances (including memoranda of agreement, arbitration awards, etc.) will be maintained by the labor relations consultant and/or Human Resources.