CHAPTER THREE: 3880
EMPLOYMENT INFORMATION
CONCERNING FACULTY AND STAFF
June 2009
3880
GRIEVANCE
PROCEDURES FOR STUDENT EMPLOYEES
PREAMBLE: Although a part of the
1979 Handbook, this section was thoroughly revised in July
2002. For further information, contact Human Resources (208-885-3609).
[ed. 7-97, 7-02, 9-06, 10-07]
A.
INTRODUCTION. The
procedures provided in this policy are to be used by student
employees to appeal administrative decisions made in
relation to their employment such as performance evaluation,
salary determination, and to challenge the contents of
personnel files. Allegations of sexual harassment or
discrimination based on race, color, sex, national origin,
religion, age, sexual orientation, or disability are not
subject to this policy, but should be brought to the Director of Human Rights,
Access and Inclusion. [ed. 9-06, 6-09]
B.
PROCEDURES.
B-1. A student employee
with a complaint is encouraged to resolve it through the
supervisory channels up through the departmental
administrator. This includes informal negotiations between
the person with the grievance and his or her supervisor.
If the grievance cannot be satisfied by working
informally, the student should notify the judicial officer
in Student Advisory Services utilizing a "Student Employee
Grievance Report" form available from Student Advisory
Services (see end of this section).
B-2. After consultation with
the judicial adviser, an aggrieved student employee may take his or her
complaint to the Grievance Committee for Student Employees. This committee is
appointed following the filing of a complaint. It shall consist of five
members. One staff member selected by the Staff Affairs from its membership, one faculty member
selected by the Faculty Senate from its membership, and
three students selected by the ASUI from its Senators. The
committee once formed will select its own chair. Members of the
Staff Affairs, Faculty Senate, and ASUI Senate will be offered
opportunities to participate in periodic training sessions
conducted by the Office of Development and Training to
ensure their understanding of University policies and
procedures. Members of the Staff Affairs, Faculty Senate and ASUI
Senate are encouraged to attend training sessions if they
are interested in hearing grievances.
The committee's hearings are conducted in an informal
atmosphere, but a person must be recognized by the chair
before speaking. The Grievance Committee is responsible
for adopting rules for the conduct of a hearing and for
following the guidance and decisions of the chair.
After all information has been presented and all
questioning completed, the Grievance Committee arrives at
a conclusion and, within one week after hearing the case,
presents a written recommendation to the employee
involved, the employee's supervisor, and the dean for
Student Advisory Services. [ed. 7-04, 7-05, 6-09, 1-10]
B-3. The dean for Student Advisory Services, following receipt
of the report of the hearing board, has the responsibility
of promptly responding in writing—and in any case within
45 days—to the student employee, and the hearing board,
and of providing a statement of the rationale for his or
her decision.
B-4. Appeal to the Regents. See
RGP II M2.b.
A nonclassified employee may elect to petition the
Board to review any final personnel related decision of
the chief executive officer. Any written petition must be
filed in the Office of the State Board of Education within
fifteen (15) calendar days after the employee receives
written notice of final action under the internal
procedures of the institution, agency, school, or office.
The Board may agree to review the final action, setting
out whatever procedure and conditions for review it deems
appropriate, or it may choose not to review the final
action. The fact that a written petition has been filed
does not stay the effectiveness of the final decision nor
does it grant a petition for review unless specifically
provided by the Board. Board review is not a matter of
right. An employee need not petition the Board for review
in order to have exhausted administrative remedies for the
purposes of judicial review. [Form Below].
Download:
STUDENT EMPLOYEE GRIEVANCE
REPORT
View: StudentEmployeeGrievanceReport.pdf
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