Grievance Procedure

A grievance procedure is a means of internal dispute resolution by which an employee may have his or her grievances addressed. The University wishes to quickly resolve any disagreement which may arise between employees and supervisors. The grievance procedure is established to allow each party to a dispute an opportunity to be heard. Employees who are within the first six months of employment (probationary period) are not entitled to participate in a grievance procedure, except for charges of unlawful discrimination.

A. Discussion Stage

The first step in the Grievance Procedure is for the employee to discuss the complaint with his/her supervisor within two (2) working days after the occurrence of the action leading to the complaint, or after the grievant knows or should have known of the occurrence of the action. It is anticipated that most problems should be resolved at this point.

B. Written Grievance Procedure

i. If your complaint is not resolved in the discussion with your immediate supervisor, you may file a written complaint (a “grievance”) with your supervisor within three (3) working days after your conference. A copy of the grievance should be delivered to the Department of Human Resources. The supervisor must give you a written decision on the grievance within three (3) working days after receipt of your complaint. A copy of the supervisor’s written decision should be delivered to the Department of Human Resources.

ii. If your immediate supervisor does not resolve your complaint, you may file a written complaint with the next highest-level supervisor. The written appeal process must be repeated at each appropriate supervisory level indicated in the schedule below until the grievance is resolved.

File Written: Complaint With

File Complaint Within:

Supervisor Must Give Written Answer Within:

Immediate Supervisor 

3 workdays 

3 workdays 

Next Level Supervisor (Department Head, Director, Manager, etc.) 

3 workdays 

3 workdays 

Next Level Supervisor (Dean or Director Reporting to Vice President) 

3 workdays 

3 workdays 

Next Level Supervisor (Vice President or President) 

3 workdays 

3 workdays 

Department of Human Resources 

5 workdays 

(See “3” below) 

iii. If the matter has not been resolved at this stage, you may present your written complaint to the Human Resources Office and request that it be heard by a Grievance Committee. This request must be made within five (5) working days after receipt of the decision.

A Grievance Committee consisting of three university employees appointed by the President will have a conference to review the written complaint. The Chief Human Resources and Diversity Officer will serve as ex-officio, non-voting member of the Grievance Committee. You may have another JSU employee of your choice appear with you before the Grievance Committee, if you wish.

No outside representatives will be allowed to participate in the grievance process. Any evidence, exhibit or document offered, introduced to, or offered to the Committee by any person will become the property of the University and will be delivered to Human Resources. The University may choose to tape record interviews or meetings at the University’s discretion. All such recordings become the property of the University and will be delivered to the Department of Human Resources. The Grievance Committee is an administrative process designed to allow both sides to be heard. It is not a legal process with formal rules of evidence or other practices.

The Grievance Committee will provide a written copy of its findings and recommendations to the employee asserting the grievance, the President, the Department of Human Resources, and all parties involved in the grievance within thirty (30) working days from the date the Committee is appointed (unless a longer time is mutually agreed to in writing by the employee asserting the grievance and the Grievance Committee).

The President will review the Committee’s findings and recommendations and enter a decision on the grievance. The decision of the President will be final.

All parties to the grievance are urged to consider reconciliation and settlement at each step of the grievance procedure. All reconciliation/settlement arrangements must be reported to the Department of Human Resources and acknowledged by all parties to the grievance.

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