The purpose of the Armstrong
Atlantic State University Staff Grievance
Procedure is to provide a fair and efficient
process to resolve employee grievances.
Definition
A grievance procedure is available to
those classified employees who have completed
the six months probationary employment
period. Any classified employee or any
group of classified employees who have
completed the probationary period may
file a grievance under this procedure
for any action or inaction by an employee
of Armstrong Atlantic State University
that in good faith they believe is unfair,
discriminatory, or improper and perceived
as unjust or inequitable or when in good
faith they believe a mistake has been
made in the administration, application,
development, or interpretation of a rule,
plan or policy. Pursuant to the AASU Harassment
Policy, complaints of covered harassment,
including sexual harassment, are distinct
issues and should instead be reported
to the Harassment Prevention Officer for
investigation and resolution.
Purpose
Conflicts sometime arise in the relationship
between the University, as an employer,
and its employees. Both the employee with
a grievance and the University benefit
when the University responds to grievances
promptly and fairly. The grievance procedure
at Armstrong Atlantic State University
consists of three parts:
All employees shall receive
fair and equitable treatment. These procedures
apply to all employee grievances that
arise while employed at Armstrong Atlantic
State University. Employee grievances
will be resolved promptly and fairly.
An aggrieved employee should
first seek resolution with his/her immediate
supervisor or a first line manager consistent
with our philosophy of resolving disputes
at the lowest possible level in the organization.
If the problem originates with the supervisor,
then the employee will have the option
of bypassing this step and filing an informal
or, if necessary, formal grievance as
outlined below.
This institution does not support
any punitive or retaliatory action against
an employee for any reason. Employees
are allowed to pursue a grievance without
compromising their present work status
and without any threat of punitive or
retaliatory action. Any such action taken
against an employee for seeking redress
under these procedures will not be tolerated.
Violation of this rule is grounds for
dismissal.
Informal Grievance
The employee first seeks to resolve
the grievance with the immediate supervisor
or a first line manager consistent with
our philosophy of resolving disputes at
the lowest possible level in the organization.
These discussions should be conducted
in private. If the grievance involves
the immediate supervisor, the employee
shall have the option of having a discussion
in private, and/or shall be given an opportunity
to have another employee present as a
witness. If the grievance remains unresolved,
the employee may then seek to resolve
the grievance at each level of supervision
up to and including the department head/department
chair/dean/vice president.
If the grievance is not resolved,
or if circumstances of the grievance prevent
the employee from using the above-mentioned
steps, the employee may represent the
grievance to the Human Resources Director.
The Human Resources Director shall investigate
and counsel with the employee, the supervisor,
and the department head/department chair/dean/vice
president in an attempt to resolve the
grievance.
Mediation Procedure
If all reasonable informal efforts
to resolve the complaint fail, the aggrieved
employee is encouraged to choose the mediation
process before filing a formal grievance.
Mediation is an informal process
that involves a neutral third party who
will assist in resolving the dispute.
The objective of this process is to come
to an agreement that is fair and meets
the needs of the parties involved. This
process is confidential and private and
is conducted in a private setting.
Mediation does not waive the
rights of any aggrieved party to seek
resolution of his/her grievance through
formal avenues. Mediation is a cost effective,
voluntary, fast and efficient way to resolve
grievances; it thus encourages reaching
a mutually acceptable resolution.
Please contact the Director
of Human Resources for Mediation Procedures.
Formal Grievance Procedure
If a grievance persists or is not
resolved by informal appeals or mediation
as outlined above, classified employees
may decide to seek remedy through the
Formal Grievance Procedure. The following
procedures will be in place to provide
the framework and process to resolve formal
grievances:
Procedures for Requesting
Review Board Hearing
The employee should, within fifteen (15)
working days of the final informal conference
or mediation, make a written request to
the Director of Human Resources stating
the following:
The Director of Human Resources shall then
route the request to the Vice-President
for Business and Finance for either approval
or denial for lack of merit (except in
the case of dismissal, demotion, or suspension)
based on the facts presented. The Vice
President shall, within ten (10) working
days, acknowledge receipt of the request
and advise the grieving party of the decision.
If the decision is a denial of a formal
hearing, any such grievant who had not
availed himself or herself of the mediation
option would again be encouraged to do
so. A copy of the decision will be sent
to the President and the Director of Human
Resources.
If the request for a formal hearing is approved,
the President, within five (5) working
days from the date of the approval, shall
begin the selection of the Grievance Panel.
