Grievance Procedures

The employee grievance procedure is intended to provide a procedure for employees to address any grievance of illegal or unfair treatment. This includes, but is not limited to, illegal or unfair treatment related to race, sex, sexual harassment, national origin, creed, state of handicap, or Title IX of the Educational Amendments of 1972.

An employee who has a grievance must first attempt to resolve it informally with his or her immediate supervisor(s) at the earliest possible date. Only when an informal resolution is not possible, may the employee request in writing, within ten workdays of the incident giving rise to the grievance, an administrative hearing with his or her immediate supervisor(s) and each successive supervisor to the president as indicated by the organizational chart in the Employee Handbook. Proceedings will start within ten workdays of receipt of the written communication.

The written request should include:

  • A description of the facts relating to the grievance
  • A rationale for why a correction is justified
  • A description of the remedy sought

The president may appoint a committee to assist with fact-finding and recommendations at any stage of the administrative hearing process. A five-member committee, selected by the president from a cross-selection of employees, will constitute the committee. The employee has the option of challenging only one member’s appointment of the president’s appointed five-member committee. This challenge is permitted only once per case. If the issue is unresolved at the administrative hearing(s), the employee may request in writing within ten workdays through the president’s office a hearing with the Board of Trustees of the college. The Board or a committee of the Board will elect to review the facts of the case, hear the case themselves, or take other action at their own discretion. The decision of the Board will be final.

At each formal hearing, the employee will be afforded the following protection:

  • As rapid a process as possible
  • Reasonable notice of hearing dates and rulings
  • Representation by counsel at his or her own expense
  • Presentation and receipt of evidence, explanations, or charges relevant to the grievance
  • A copy of the record of the proceedings upon written request.

The President, the Board, or a designee of the President or Board will determine procedural rules for formal hearings.

Involvement of Attorneys Prior to Filing for Formal Grievance Proceedings

  • The Board supports the concept of due process for students, staff, and faculty.
  • The Board recognizes and accommodates legal representation during formal hearings. However, legal representation may not be accommodated during informal meetings and attempted reconciliation prior to the formal filing of grievances.