Illinois State University Policy Web Site

Initiating body: Administrative/Professional Grievance Review Committee
Contact: Human Resources (438-8311)
Revised on: 10/2008

3.4.10 Administrative/Professional Grievance Policy

Policy

Informal discussion of issues that can result in the elimination of misunderstandings and the resolution of disputes in a way that helps maintain the collegial atmosphere is preferable to the formal grievance procedures.

Definitions

A. Grievance: A grievance shall be defined as a difference of opinion as it pertains to the application or interpretation of any provision of the University Policy and Procedures.. Actions which are not grievable under this policy include:

  1. Any adverse action alleging discrimination, harassment or unequal treatment on the basis of race, gender, color, religion, sexual orientation, national origin, ancestry, age, marital status, physical/mental disability, military discharge or veteran status should be addressed with the Illinois State University Office for Diversity and Affirmative Action (ODAA).
  2. Sexual harassment allegations. These complaints should be filed with ODAA.
  3. Performance evaluations. Evaluation maybe be reviewed with the current supervisor and the person to whom the supervisor reports
  4. Job classification and compensation, including salary adjustment
  5. Non-reappointment
  6. Actions grieved afater resignation or voluntary termination
  7. Hiring decisions, including internal promotion decisions

B. Grievant: Person(s) who seeks resolution to a difference of opinion through the filing of a grievance in accordance with the procedures defined within this document.

C. Respondent: Person(s) against whom a grievance is filed.

D. Major Area Administrator: For purposes of this document, "Major Area Administrator" shall be identified as follows:

  1. President
  2. Vice President and Provost
  3. Vice President for Finance and Planning
  4. Vice President and Dean of Student Affairs
  5. Vice President for University Advancement

Filing a Grievance

1. Before a formal grievance may be filed, potential grievance issues must first be discussed by the parties directly involved. If the issue is not resolved, the grievant shall discuss his/her complaint with the immediate supervisor to attempt to resolve the complaint.

2. Within five working days, the supervisor will attempt to resolve the dispute to the satisfaction of both parties. If the grievant is not satisfied with the resolution, the grievant may, within five working days, discuss the issue with the person to whom their supervisor reports. If the issues are not resolved within five working days, the Grievant may then begin the grievance process by providing the Respondent with written notification of his/her intent to file a formal grievance and submitting a completed Grievance Form and all relevant documentation to the Grievance Administrator within the timeframes specified in the Administrative/Professional Grievance Process.

3. The formal grievance process shall be administered by the Grievance Administrator in accordance with established procedures as outlined in the Administrative/Professional Grievance Process.

Grievance Administrator

The Grievance Administrator shall be appointed annually by the Associate Vice President for Human Resources, in consultation with the Administrative/Professional Council. Responsibilities of this position shall include training Grievance Committee members, review and update of grievance procedures, applying grievance criteria, mediation, notifying major area administrators of a pending grievance and coordinating the grievance process as outlined in the A/P Grievance Administration Process.

Grievance Review Committee

A. Committee Composition

  • 1. A panel of not less than twelve (12) and not more than fifteen (15) members of the Administrative/Professional staff shall comprise the grievance committee.
  • 2. Elected committee members shall serve two-year terms.
  • 3. In case of a vacancy on the Grievance Review Committee, the next available candidate having the highest number of votes shall be seated. If the list of candidates is exhausted, the Administrative/Professional Council shall appoint a member of the Administrative/Professional staff to the grievance committee.
  • 4. The A/P Council will be responsible for ensuring a diverse pool for election to the Committee

B. Elections

The election of Grievance Review committee members shall be conducted annually under the direction of the Chairperson of the Administrative/Professional Council. Candidates receiving the greatest number of votes shall be seated according to the number of open positions. Newly elected member will be seated on the Committee in August.

Grievance Hearing Panel

A. Composition: The Grievance Hearing Panel for each formally filed grievance shall consist of four members and a chairperson selected from the Grievance Committee membership by the Grievant and Respondent as outlined in the Administrative/Professional Grievance Process.

Download the Grievance Form