All staff have recourse to "due
process" for the resolution of alleged violations of policies and
regulations regarding conditions of employment or grieving disciplinary
actions.This procedure shall constitute
the full and exclusive right and remedy for any and all claims.
This procedure is available to any
employee.It does not apply to
probationary, student, or temporary employees.
Employees may have another employee’s
assistance to help present their case.Employees who are lawyers or outside lawyers may not serve in this
representative role.Employees may
contact Personnel for assistance with respect to representation.
To be valid, a decision of a
supervisor, including the CEO, must be acting within the scope of her/ his
The intent of this policy is to resolve
issues at the earliest stage possible.Therefore, an employee with an issue should first informally discuss it
with the person who caused the concern.If the problem is not resolved, and if the employee alleges that College
policies or regulations with respect to the conditions of employment have been
violated, then the following procedures apply:
Step 1 - Personnel
·The employee shall, within weeks of the alleged violation, specify in
writing the policy or regulation violated and the specific violation.The allegation should be signed by the
employee and presented to the Director of Personnel and the alleged offender.Within weeks of the receipt of the complaint, the
Director of Personnel will meet with both parties.Within weeks of this meeting, the Director will
provide a written decision to both parties and the appropriate Vice President.
Step 2 – Vice
·If the issue is not resolved, within weeks of receipt of the Director’s decision,
the employee may appeal to the appropriate Vice President.
·Within weeks of receipt of the appeal, the Vice
President will meet with both parties and the Director of Personnel.Within weeks of this meeting, the Vice President will
provide a written decision to both parties, the Director of Personnel and the
Step 3 – Outside
Third Party Consultant
·If the employee is not satisfied,
within weeks of receipt of the Vice President’s
reply, the employee may submit a written request a hearing for an external
third party to arbitrate the case.The
requested arbitration shall be scheduled within weeks of receipt of the arbitration request.
·The Arbitrator shall give the employee
a written answer within weeks of the hearing.This decision is final and binding and can
only be reversed by the CEO.
A written decision made at any step
that is not appealed to the next step by the employee shall be considered a
binding and final decision.