Faculty are unionized and have a grievance process documented in their contract on Page 27: https://www.oakland.edu/Assets/Oakland/ahr/files-and-documents/OU-AAUP%202015-2020%20-1.pdf
The clerical staff are unionized and have a grievance process documented in their contract on Page 8: https://www.oakland.edu/Assets/upload/docs/UHR/CT_Contract_2.pdf Our AP group consists of At Will and Just Cause employees. At Will have no grievance process. Just Cause have this in their employee manual: SECTION XIV – COMPLAINT RESOLUTION PROCEDURE Just Cause Employees Only Informal resolution of workplace concerns is encouraged. Most complaints can be resolved through discussion between the just cause AP and the just cause AP’s immediate supervisor or University administrators responsible for the area of concern. In the event a workplace concerns cannot be resolved with the just cause AP’s immediate supervisor, requests to see the “supervisor’s supervisor” about a workplace concerns will usually be granted in the interest of a quick and equitable resolution. This Complaint Resolution Procedure (“Procedure”) is designed to process workplace concerns on those occasions when the foregoing informal efforts have been exhausted and were not successful. The stated time limits are a significant part of the Procedure to assist the parties to understand their rights at any point in the process and move the process forward. Expeditious resolution of workplace concerns is favored, and participants are encouraged to act more quickly than required by the time limits when possible and appropriate. This Procedure shall be used to resolve any dispute, matter, or controversy to which it applies. 31 1. Definitions, Rights, and Limitations. A. A “Complaint” is an allegation by a just cause AP that the University has violated an express provision of the Manual then in effect. However, the following matters, without limitation, are not subject to the Procedure: 1) Merit and/or bonus pay determinations, except for alleged violation of a significant procedural right, in which case the remedy shall be to direct a reevaluation; 2) Any disciplinary matter, including discharge, relating to an at-will AP; 3) Promotion and transfer decisions; 4) Performance ratings; 5) Salary decisions; 6) Work assignments, duties, and responsibilities; 7) Position changes; 8) Determinations as to what qualifications are necessary for any position or work; 9) Determinations regarding whether a just cause AP is fully qualified or possesses the requisite critical competencies as defined in the layoff procedure; 10)Determinations concerning positions that a laid-off just cause AP is eligible to fill; 11)The University's judgment that layoff, reorganization, or program or department elimination in whole or in part is necessary or appropriate; 12)Civil rights discrimination, since the internal process established for such complaints is through the Office of University Inclusion and Intercultural Initiatives; 13)Disputes concerning statutorily-prescribed monetary compensation, such as unemployment compensation and worker's compensation. If not resolved informally, such matters must be resolved through the external mechanisms established for that purpose; 32 14)Any matter within the University's management prerogatives, including without limitation those expressed or inferred by the Michigan Constitution, other Michigan or federal law, and those within any generally accepted principles governing employer managements in the workplace, except as expressly limited by a provision in this Manual. B. The term “day” or “days” refers to University business days, unless otherwise noted. C. The time limits provided in any step in this Procedure may be modified at the mutual written agreement of the just cause AP and the University. Any steps can be omitted or joined if both parties agree in writing. D. Failure of the just cause AP to commence or process a Complaint within the time limits, or mutually agreed extensions, shall result in the Complaint being conclusively settled, and the Complaint shall be deemed resolved on the basis of the last written decision, if any. Failure of a University representative to meet the time limits, or mutually agreed extensions, shall cause the Procedure to be advanced to the next step. E. Any adjustment of a Complaint agreed upon by the University and the just cause AP at any step of the Procedure will conclusively dispose of the Complaint. F. Neither party has the right to take depositions, submit interrogatories, or engage in other formal discovery process nor procedure, except after the Complaint has been submitted to arbitration and consistent with the voluntary Labor Arbitration Rules of the American Arbitration Association. G. The just cause AP shall have the right to be accompanied by a non-attorney, University-employee-advocate, at every step except Step 1. The just cause AP shall have the right to be represented by an attorney of the just cause AP’s choice and at the just cause AP’s expense at Step 4. H. No remedy at any step shall (a) conflict with local, Michigan, or federal law or regulation; (b) conflict with University policies, practices, rules, and procedures or add to, subtract from, or otherwise modify them; (c) alter any employment contract terms; or (d) limit the authority of the University to manage and conduct its business. No University representative shall exceed his or her authority. Theresa Rowe Chief Information Officer Oakland University On Mon, Aug 14, 2017 at 2:00 PM, Meyer, Brenda <bme...@nwacc.edu> wrote: > Good Afternoon, > > > > We are updating our employee grievance policy and wonder if anyone might > be willing to share their policy and procedures? I am especially curious to > hear from schools that allow handguns on campus? Do you allow guns in > grievance or disciplinary meetings? > > > > > > > > Brenda Meyer <bme...@nwacc.edu>, MBA > > Director of Policy and Staff Enhancement > > NorthWest Arkansas Community College > > Center for Health Professions 3040 > > 479-619-4248 > > NWACC Policy <http://www.nwacc.edu/web/policy/> > > > > > > > > *Replying to Messages:* Replying (using Reply) to an ACUPA-L e-mail will > distribute your message to the *ENTIRE list of members*. To send a > message privately, reply directly to the individual who sent the message > (their e-mail address appears in the "From" line of their original e-mail). > > *To Unsubscribe or for questions about the ACUPA e-list,* Contact Joshua > Adams at j <jamiepar...@cornell.edu?subject=ACUPA%20e-list%20assistance> > a...@cornell.edu > <j...@cornell.edu?subject=Question%20About%20the%20ACUPA%20E-list> or > 607-255-8279. > >
