FOR SECRETARIAL AND TECHNICAL EMPLOYEES
The College recognizes that problems involving employer-employee relations will arise from time to time.; The College believes that it is in the best interest of both the College and the employee to resolve these matters as quickly and as close to the source as possible.; In order that employees may be assured fair consideration of their problem(s), a means of review and appeal, without prejudice, to higher levels of authority has been established.; Employee problems or concerns arising out of employment should be taken up in the following manner:
Step 1.;The employee should first attempt to adjust the grievance informally by discussing it with the immediate supervisor within five (5) working days of the occurrence or action which caused the grievance.All time limits may be extended by agreement of the parties in writing.
Step 2.;If the matter is not adjusted to the employee's satisfaction through informal discussion within three (3) working days, the employee may, within five (5) working days, proceed to the formal grievance stage by presenting the grievance in writing to the immediate supervisor describing the dates and facts on which it is based and the remedy or corrective action sought.; The supervisor will have five (5) calendar days in which to provide the employee with an answer in writing.
Step 3.;If the employee is not satisfied with the answer from the immediate supervisor, the employee may take the grievance to the Director of;Human Resources;within five (5) working days from the time the answer was given by the immediate supervisor.; The Director of Human Resources will meet with the employee and the supervisor and attempt to work out a mutually satisfactory agreement, and will provide the employee with an answer in writing within five (5) working days.
Step 4.;If the employee is not satisfied with the answer received from the Director of Human Resources, the employee may, within five (5) working days, take the matter to the Vice President over the respective area, who will have ten (10) calendar days in which to provide the employee with a written decision which will be final and binding on all parties.
Employees in the probationary period may use the grievance process, but not beyond Step 3.
In involuntary termination cases, the employee's use of the grievance process does not postpone the scheduled date for termination.