BASICS OF THE
GRIEVANCE PROCESS
WHAT SUPERVISORS NEED TO KNOW
Presented by Employee Relations
May 2011
What We will Accomplish Today
1. To have an overall understanding of the basic
grievance process
2. To be able to help a supervisor prepare for a step 1
meeting and a step 1 response
3. To be clear on the differences between a PPSM
grievance process and a bargaining unit contract
grievance process
4. To be aware of the resources available where staff
can go to address their concerns
Home Game Opener
What do you know
about the grievance
process?
On the Road (again)
What have been your
personal experiences with
the grievance process?
It can be a long season
What are the impacts on the
grievant, the supervisor, and
the University when a grievance
is filed?
Where can staff direct their concerns?
Campus Complaint Portals:
1. Department:
Supervisor
Manager
DHRM
2. The Whistleblower Hotline
Contact EthicsPoint, a confidential
means for reporting suspected
misconduct.
Visit the website at
https://secure.ethicspoint.com/doma
in/media/en/gui/23531/index.html
or report concerns by calling the
hotline at 800-403-4744 to speak
with an EthicsPoint representative.
3. Sexual Harassment or Investigation
and Resolution of Sexual Harassment
Complaints, contact The Campus Climate
& Compliance Office (CCAC).
CCAC has the responsibility to provide
prompt and effective responses to all
complaints of sex discrimination and
harassment for faculty, staff and
students. Visit the CCAC website at
http://ccac.berkeley.edu/ or contact
DENISE OLDHAM, INTERIM TITLE IX
OFFICER AND DIRECTOR, 643-7985.
4. Workplace Conflict Resolution
Contact: The Staff Ombuds Office, an independent
department providing informal/strictly confidential
conflict resolution and problem-solving
services for all staff, non-senate academics
and faculty who perform
management functions.
Visit the website at
http://staffombuds.berkeley.edu/
or call 642-STAF (7823).
5. Hate Crimes
Contact: The Gender & Equity Resource Center
(Gen Equ.), a Cal community center committed to
fostering an inclusive experience for all.
GenEq is the campus location where students,
faculty, staff and alumni connect for resources,
services, education and leadership programs related
to gender and sexuality.
Visit the website at http://geneq.berkeley.edu, or
contact Gender & Equity Resource Center, 642-4786
.
6. Disability and Access Issues
Contact the Office of Academic Compliance and
Disability Standards (ACADS).
One of ACAD’s main areas of responsibility is
assisting the campus in meeting its obligations
with respect to persons with disabilities.
Visit the website at
http://acads.chance.berkeley.edu/
or contact 642-2795.
7. Worker’s Compensation/Disability
Accommodation in Employment
Contact Vocational Rehabilitation
Services.
Visit the website at
HTTP://WWW.UHS.BERKELEY.EDU/FACSTAFF/
DMS/CHAP6.SHTML OR CALL 642-8659.
8. Counseling and Referral Services
Contact CARE Services, the campus faculty and
staff assistance program providing free,
confidential problem assessment and referral for
UC Berkeley faculty and staff.
Visit the website at
http://www.uhs.berkeley.edu/facstaff/care/index.
shtml or contact CARE Services, 643-7754.
9. Human Resources
•Employee Relations Consultants
•Discrimination Complaint Resolution
Coordinator (DCRC) responds to staff concerns
regarding discrimination as covered by the
University non-discrimination policies such as
race, age, religion, and national origin. CONTACT
DEREK COATES, DCRC, 643-8996.
•Grievance Complaint Resolution Process
10. GRIEVANCES
A complaint filed by a PPSM or contract
employee alleging that specific policy or
contract provisions have been violated.
Formal method of conflict resolution.
COMPLETING THE PPSM GRIEVANCE FORM:
A. Show attempt at informal resolution with
supervisor or manager;
B.Identify management act being grieved, when
it occurred, how the act violates policy and
how grievant is adversely affected;
C.List specific policy provisions allegedly
violated;
D.State requested remedy.
Time Requirements for a Step 1 Grievance
Grievance must be filed within 30 days of the triggering
event
Policy Coordinator has 10 days from filing date to gate
Grievant has 10 days to appeal gate keeping decision
Assistant Vice Chancellor-Human Resources. The appeal
must be received (not postmarked) within 10 calendar days
from the date of gate letter.
Office of the President has final authority for interpreting
PPSM 70. An appeal to the OP must include copies of the
original grievance and related documents, and must be
received within 20 calendar days of the date of the local
decision.
GRIEVANCE STEPS- WHO DOES WHAT?
PPSM POLICY – STEP 1
(FOR PPSM AND MSP EMPLOYEES)
PPSM OR MSP
EMPLOYEE (GRADES
1-7)
DEPT HEAD
STEP 1 REVIEWER
MAY APPEAL TO STEP 2
(WITHIN 10 CALENDAR
DAYS OF THE DATE THE
STEP 1 RESPONSE WAS
GIVEN OR DUE,
WHICHEVER IS EARLIER)
MAY CHOOSE TO REVIEW THE
COMPLAINT—OR APPOINT A STEP
1 REVIEWER
MAY MEET WITH
COMPLAINANT (AND
REPRESENTATIVE)
MAY MEET WITH
COMPLAINANT (AND
REPRESENTATIVE)
IF WRITING THE
RESPONSE, HAS 15
CALENDAR DAYS TO
ISSUE WRITTEN
RESPONSE W/PROOF
TO COMPLAINANT,
REPRESENTATIVE, LR
ADVOCATE, AND
POLICY COORDINATOR
IF WRITING THE RESPONSE, HAS
15 CALENDAR DAYS TO ISSUE
WRITTEN RESPONSE W/PROOF TO
COMPLAINANT, REPRESENTATIVE,
LR ADVOCATE, AND POLICY
COORDINATOR
Release Time
PPSM and contract grievants, contract reps, and witnesses are entitled
to paid release time for attendance at grievance meetings so long as
the meeting occurs within regularly scheduled work hours and
advance request was made/approved by supervisor.
May be denied based on operational needs.
The Step 1 Grievance Meeting
The department’s role is to supply the factual information that supports the
action being grieved and to listen for new information from the employee that
could affect the department’s decision.
Be as forthcoming as possible so that the employee and the representative, if
any, will fully understand the department’s position.
However, the department may choose to state that it will listen to the
information provided, and respond in writing in the Step 1 response.
Strategies for a Successful Step 1 Meeting
Maintain an open, problem-solving approach
Avoid taking the grievance personally
Stick to the subject
Allow the representative some latitude
Maintain self control
Use resources- can always ask for a break (can caucus with LR Advocate) to discuss
the contents of the meeting, and ask for guidance
Be willing to change your position if warranted by new information gained during the
meeting.
Departmental Response to a Step 1 Grievance
Department’s written response should include:
•A statement of the grievance, referring to the PPSM policy or contract
article alleged to have been violated;
•A brief recap of the allegations and evidence;
•Brief discussion of why department agrees or disagrees with the
grievance;
•Language informing grievant of appeal rights to Step 2.
GRIEVANCE STEPS- WHO DOES WHAT?
PPSM POLICY – STEP 2 (PPSM EMPLOYEE)
PPSM
EMPLOYEE
PPSM ISSUES SUBJECT TO A FINAL
DECISION AT STEP 3
Labor Relations
MAY REQUEST
A FACTFINDER BE
APPOINTED TO
REVIEW THE
COMPLAINT—
IF THE ISSUE IS
NOT SUBJECT TO
A FINAL STEP 3
DECISION.
A. NON-DISCRIMINATION IN EMPLOYMENT
(PERTAINING ONLY TO AN ALLEGED DISCRIMINATORY
APPLICATION OF A PERSONNEL POLICY ISSUE LISTED
BELOW)
B. HOURS OF WORK
C.OVERTIME
D.SHIFT AND WEEKEND DIFERENTIAL
E. HOLIDAYS
F. VACATION (EXCEPT SCHEDULING)
G.SICK LEAVE
H. LEAVE OF ABSENCE
i.CORRECTIVE ACTION (ONLY TEMP OR INDEF WITHINRANGE SALARY DECREASE. CORRECTIVE DEMOTION,
SUSPENSION WITHOUT PAY, AND WRITTEN WARNINGS
PERTAINING TO SUCH ACTIONS)
J.MEDICAL SEPARATION
K.TERMINATION OF CAREER EMPLOYEES-(PSS AND
WRITTEN WARNINGS PERTAINING TO SUCH ACTIONS)
L.LAYOFF AND REDUCTION IN TIME—(PERTAINING
ONLY TO NOTICE, ORDER OF LAYOFF, RECALL OR PREF)
M.REPRISAL FOR UTILIZING COMPLAIN RESOLUTION
PROCESS
FORWARDS THE
COMPLAINT TO UNIT HEAD
W/10 CALENDAR DAYS OF
RECEIPT OF THE APPEAL IN
HR OFFICE.
A COPY OF THE LETTER
FORWARDING THE
COMPLAINT WILL BE SENT
TO THE (COMPLAINANT
AND REP) W/PROOFS OF
SERVICE.
GRIEVANCE STEPS- WHO DOES WHAT?
PPSM POLICY – STEP 2 (PPSM EMPLOYEE)
CONTROL UNIT HEAD
STEP 2 FACTFINDER
STEP 2 REVIEWER
(IF THERE IS
FACTFINDING)
STEP 2 REVIEWER
(NO FACTFINDING)
MAY CHOOSE TO REVIEW THE
COMPLAINT—OR APPOINT A STEP 2
REVIEWER (W/10 CALENDAR DAYS OF
RECEIPT OF COMPLAINT IN THE CONTROL
UNIT HEAD’S OFFICE AND IT MUST BE IN
WRITING)
INVESTIGATES GRIEVANCE
ISSUES WRITTEN
RESPONSE TO THE
COMPLAINT (W/15
CALENDAR DAYS OF THE
DATE THE FACTFINDING
REPORT WAS SENT TO
REVIEWER)
ISSUES A WRITTEN
RESPONSE TO THE
COMPLAINT (W/15
CALENDAR DAYS OF
THE DATE THE
COMPLAINT WAS
FORWARDED TO
REVIEWER)
COPIES OF THE ( LETTER DESIGNATING
STEP 2 REVIEWER, AND FORWARDING THE
COMPLAINT) SHALL BE SENT TO THE
(COMPLAINANT, AND REPRESENTATIVE,
W/PROOF OF SERVICE), AND TO GRIEVANCE
COORDINATOR
(IF PPSM EMPLOYEE REQUESTED IT) -APPOINT A FACTFINDER (W/10 CALENDAR
DAYS OF RECEIPT OF COMPLAINT)
PREPARES WRITTEN
REPORT SENT TO STEP 2
REVIEWER (W/30 CALENDAR
DAYS OF THE DATE OF
FACTFINDER’S APPT LETTER)
FACTFINDER’S REPORT
SHOULD CONTAIN:
-- CLEAR STATEMENT OF THE
ISSUES UNDER REVIEW
--ALLEGED VIOLATIONS OF
POLICY, IF ANY
--POSITIONS OF THE PARTIES
--FINDINGS OF FACT
--POLICY VIOLATIONS, IF ANY
ATTACHES A COPY OF
THE COMPLAINT FORM
AND FACTFINDER’S
REPORT TO STEP 2
RESPONSE
STEP 2 WRITTEN
RESPONSE S SENT TO
(COMPLAINANT AND
REPRESENTATIVE ), AND
GRIEVANCE
COORDINATOR
W/PROOFS OF SERVICE
STEP 2 DECISION IS
FINAL
SENDS THE
RESPONSE W/A COPY
OF COMPLAINT FORM
TO (COMPLAINANT,
AND REPRESENTATIVE,
W/PROOFS OF
SERVICE), AND TO
GRIEVANCE
COORDINATOR
IF NOT ELIGIBLE FOR
STEP 3 REVIEW, THE
STEP 2 DECISION IS
FINAL
GRIEVANCE STEPS- WHO DOES WHAT?
PPSM POLICY – STEP 3 (PPSM EMPLOYEE)
PPSM
EMPLOYEE
PPSM ISSUES SUBJECT TO A FINAL
APPEAL AT STEP 3
MAY APPEAL TO STEP 3 (WITHIN 10 CALENDAR DAYS OF THE DATE THE STEP 2
RESPONSE WAS GIVEN OR DUE, WHICHEVER IS EARLIER)—
IF:
-STEP 2 RESPONSE NOT ISSUED WITHIN THE TIME LIMITS (INCLUDING ANY
EXTENSIONS),
-OR, IF COMPLAINT NOT RESOLVED AT STEP 2
-AND, IF COMPLAINT ALLEGES ONE OF THE ISSUES SUBJECT TO A FINAL APPEAL AT
STEP 3
A. NON-DISCRIMINATION IN EMPLOYMENT
(PERTAINING ONLY TO AN ALLEGED
DISCRIMINATORY APPLICATION OF A
PERSONNEL POLICY ISSUE LISTED BELOW)
B. HOURS OF WORK
C.OVERTIME
D.SHIFT AND WEEKEND DIFERENTIAL
E. HOLIDAYS
F. VACATION (EXCEPT SCHEDULING)
G.SICK LEAVE
H. LEAVE OF ABSENCE
i.CORRECTIVE ACTION (ONLY TEMP OR INDEF
WITHIN-RANGE SALARY DECREASE.
CORRECTIVE DEMOTION, SUSPENSION
WITHOUT PAY, AND WRITTEN WARNINGS
PERTAINING TO SUCH ACTIONS)
J.MEDICAL SEPARATION
K.TERMINATION OF CAREER EMPLOYEES-(PSS
AND WRITTEN WARNINGS PERTAINING TO
SUCH ACTIONS)
L.LAYOFF AND REDUCTION IN TIME—
(PERTAINING ONLY TO NOTICE, ORDER OF
LAYOFF, RECALL OR PREF)
M.REPRISAL FOR UTILIZING COMPLAIN
RESOLUTION PROCESS
COMPLAINANT MUST STATE ON COMPLAINT FORM IF HE/SHE WANTS COMPLAINT
REVIEWED BY CAMPUS HEARING OFFICER OR NON-UNVERSITY HEARING OFFICER
COMPLAINANT MAY PROPOSE EITHER A UNIVERSITY HEARING OFFICER [FROM THE
APPROVED LIST], OR NON-UNIVERSITY HEARING OFFICER (FOR THE UNIVERSITY’S
CONSIDERATION)
IF THE PARTIES DO NOT MUTUALLY AGREE ON A HEARING OFFICER, THE
COMPLAINANT (OR REP) CONTACTS LABOR RELATIONS W/15 CALENDAR DAYS OF THE
APPEAL TO STEP 3 TO SCHEDULE A MEETING TO SELECT A HEARING OFFICER. PARTIES
MAY MUTUALLY AGREE TO EXTEND THE TIMEFRAME IN WRITING, STATING
TIMEFRAME , SIGNED BY BOTH.
IF EITHER PARTY DOES NOT PARTICIPATE IN HEARING OFFICER SELECTION
PROCESS—OR DOES NOT REQUEST A TIME EXTENSION– THE COMPLAINT IS
WITHDRAWN AND RESOLVED AT STEP 2 RESPONSE.
GRIEVANCE STEPS- WHO DOES WHAT?
PPSM POLICY – STEP 3 (PPSM EMPLOYEE)
DEPT HEAD
[OR DEPT
DESIGNEEFOR
UNIVERSITY]
HEARING OFFICER /HEARING PROCESS
PARTICIPATES
BOTH COMPLAINANT AND UNIVERSITY MAY PRESENT
IN SELECTION OF WITNESSES AND EVIDENCE, BE REPRESENTED, AND FILE BRIEFS
HEARING
OFFICER
HEARING OFFICER ISSUES WRITTEN DECISION ON THE
COMPLAINT W/30 CALENDAR DAYS OF THE CLOSE OF THE
SELECTION
RECORD OF THE HEARING; DECISION IS FINAL AND BINDING
PROCESS MUST
BE COMPLETED
W/30 DAYS [OR
EXTENDED]
GRIEVANCE STEPS- WHO DOES WHAT?
PPSM POLICY – STEP 2 (MSP EMPLOYEE)
MSP EMPLOYEE
CONTROL UNIT HEAD
MAY REQUEST A FACTFINDER,
OR
MAY REQUEST AN
EVIDENTIARY FACTFINDER ( IF
THE ISSUE IS ONE OF THESE 3):
MAY CHOOSE TO REVIEW THE COMPLAINT—OR APPOINT
A STEP 2 REVIEWER (WITHIN 10 CALENDAR DAYS OF RECEIPT
OF COMPLAINT IN THE CONTROL UNIT HEAD’S OFFICE) AND
BE IN WRITING
-A. NON-DISCRIMINATION IN
EMPLOYMENT
-B. MEDICAL SEPARATION
-C.TERMINATION OF CAREER
EMPLOYEES, MANAGERS AND
SENIOR PROFESSIONALS
SALARY GRADES I – VII
OR
MAY CHOOSE NO FACTFINDING
AT ALL
COPIES OF THE LETTER DESIGNATING A STEP 2 REVIEWER
(AND FORWARDING THE COMPLAINT) SHALL BE SENT TO
THE (COMPLAINANT AND REP) W/PROOFS OF SERVICE AND
TO GRIEVANCE COORDINATOR.
(IF MSP EMPLOYEE REQUESTED IT) --APPOINT A
FACTFINDER FROM OUTSIDE THE DEPARTMENT WHERE THE
ALLEGED ACTION WAS TAKEN (WITHIN 10 CALENDAR DAYS
OF RECEIPT OF COMPLAINT)
 A COPY OF THE LETTER (APPOINTING THE FACTFINDER )
AND FORWARDING COPIES OF THE COMPLAINT SHALL BE
SENT TO THE (EMPLOYEE AND REP) W/PROOFS OF SERVICE,
AND THE GRIEVANCE COORDINATOR.
GRIEVANCE STEPS- WHO DOES WHAT?
PPSM POLICY – STEP 2 (MSP EMPLOYEE)
STEP 2
STEP 2 REVIEWER
STEP 2 REVIEWER
FACTFINDER
[IF EVIDENTIARY FACTFINDING]
[IF FACTFINDING]
[NO FACTFINDING; OR
ISSUE NOT ELIGIBLE FOR
EVIDENTIARY FACTFINDING]
 REVIEWS THE WRITTEN
STATEMENT OF THE COMPLAINT,
AND THE WRITTEN RESPONSES (IF
ANY)
ISSUES A WRITTEN RESPONSE
TO THE COMPLAINT (W/15
CALENDAR DAYS OF THE DATE THE
COMPLAINT WAS SENT)
ISSUES WRITTEN RESPONSE TO
THE COMPLAINT (WITHIN 15
CALENDAR DAYS OF THE DATE THE
FACTFINDING REPORT WAS SENT)
THE STEP 2 DECISION IS FINAL;
NO APPEAL TO STEP 3
[LIKE A HEARING]
THE FACTFINDER CONDUCTS AN EVIDENTIARY
FACTFINDING-- WHERE EMPLOYEE AND MANAGER
HAVE THE RIGHT TO:
--APPEAR BEFORE THE FACTFINDER,
-- PRESENT EVIDENCE,
--BE PRESENT WHEN WITNESSES TESTIFY, AND
EXAMINE AND CROSS-EXAMINE WITNESSES,
--BE REPRESENTED BY COUNSEL OR A PERSON OF
HIS/HER CHOOSING
-- MAKE ORAL OR SUBMIT WRITTEN ARGUMENTS IN
SUPPORT OF HIS/HER POSITION
FACTFINDER PREPARES WRITTEN REPORT [INC.
CLEAR STATEMENT OF ISSUES; POSITIONS OF
PARTIES; BRIEF SUMMARY OF INFO RECEIVED;
FINDINGS OF FACT) SENT TO STEP 2 REVIEWER
(W/30 CALENDAR DAYS OF THE DATE OF
FACTFINDER’S APPT LETTER), OR W/30 CALENDAR
DAYS OF EVIDENTIARY FACTFIINDING CONCLUSION
ATTACHES A COPY OF THE
COMPLAINT AND FACTFINDING
REPORT TO STEP 2 RESPONSE;
SENDS DOCUMENTS TO
(COMPLAINANT AND REP),
GRIEVANCE
COORDINATOR,W/PROOFS OF
SERVICE
STEP 2 DECISION IS FINAL; NO
APPEAL TO STEP 3
GRIEVANCE STEPS- WHO DOES WHAT?
CONTRACTS FILING A GRIEVANCE AND STEP 1
CONTRACT
EMPLOYEE
DEPT SUPERVISOR
AFSCME,
CUE,
UPTE RX,
UPTE TX
 BEFORE GRIEVANCE IS FILED, MAY
ATTEMPT TO RESOLVE MATTER WITH
SUPERVISOR; OR REQUEST STEP 1
MEETING
HAS 15 CALENDAR DAYS TO ISSUE
RESPONSE [AFTER MEETING IS HELD]
 FORMAL GRIEVANCE FILED W/LABOR
RELATIONS WITHIN 30 DAYS OF THE
EVENT
 GRIEVANCE FORM TO INCLUDE:
• IDENTIFY SPECIFIC
ARTICLE(S)/SECTION(S) VIOLATED
• DESCRIBE ACTION(S) WHICH VIOLATED
SECTION(S)
• IDENTIFY DATE(S) OF THE ACTION (S)
• LIST AFFECTED INDIVIDUAL(S)
• DESCRIBE REMEDY REQUESTED
 IF NOT RESOLVED AT STEP 1, MAY
APPEAL TO STEP 2 W/ 15 CALENDAR
DAYS (FROM STEP 1 DATE OF WRITTEN
RESPONSE, GIVEN OR DUE)
DEPT RESPONSE SHOULD INCLUDE:
-A STATEMENT OF THE GRIEVANCE WITH
REFERENCE TO THE CONTRACT ARTICLE
ALLEGED TO BE VIOLATED
-- BRIEF RECAP OF THE ALLEGATIONS AND
EVIDENCE
--BRIEF DISCUSSION OF WHY DEPT AGREES
OR DISAGREES WITH THE GRIEVANCE
--APPEAL RIGHTS TO STEP 2
GRIEVANCE STEPS- WHO DOES WHAT?
CONTRACTS – STEP 2
CONTRACT
EMPLOYEE
AFSCME, CUE, UPTE RX,
UPTE TX
HAS APPEAL
RIGHTS TO STEP 3
W/15 CALENDAR
DAYS OF DATE THE
STEP 2 RESPONSE
WAS ISSUED.
LABOR RELATIONS SPECIALIST
HOLDS A PRE-MEETING WITH (DEPT
SUPERVISOR, DHRM, AND ER
CONSULTANT)
HOLDS FACT-FINDING MEETING WITH
EMPLOYEEE AND EMPLOYEE’S
REPRESENTATIVE AND (DEPT
SUPERVISOR, DHRM, ER CONSULTANT)
IF GRIEVANCE
AND POSSIBLY WITNESSES
ALLEGES VIOLATION WRITES CAMPUS RESPONSE W/15
OF DISCIPLINARY
DAYS AFTER MEETING
ARTICLE– UNION
CAN APPEAL
DIRECTLY TO
ARBITRATION AND
SKIP STEP 3
GRIEVANCE STEPS- WHO DOES WHAT?
CONTRACTS – STEP 3
CONTRACT
EMPLOYEE
UCOP OFFICE OF
LABOR RELATIONS
AFSCME,
CUE,
UPTE RX,
UPTE TX
HAS APPEAL
RIGHTS TO
ARBITRATION
W/30 CALENDAR
DAYS OF
UNIVERSITY’S
STEP 3 DECISION
ISSUES ANSWER
W/30 CALENDAR
DAYS OF THE
RECEIPT OF THE
APPEAL.
GRIEVANCE STEPS
ARBITRATION
CONTRACT
ARBITRATION
AFSCME, CUE, UPTE RX,
UPTE TX
FULL EVIDENTIARY HEARING BEFORE A NEUTRAL PROFESSIONAL
ARBITRATOR
TESTIMONY UNDER OATH; WITNESSES MAY BE CALLED
BINDING, NON-APPEALABLE DECISION
EXTENSIONS TO TIMEFRAMES
PPSM OR MSP
COMPLAINANT MAY REQUEST AN
EXTENSION TO APPEAL TO STEP 2
OR STEP 3, PRIOR TO THE DEADLINE
FOR APPEAL
SUBMITS WRITTEN REQUEST TO
LABOR RELATIONS, STATING REASON
AND PROPOSED NEW DEADLINE
EXTENSION REQUESTS SHOULD
GO THROUGH LABOR RELATIONS –
(AND THE PARTIES SHOULD HAVE
MUTUALLY AGREED TO THE
EXTENSION IN WRITING)
CONTRACTS [IN
GENERAL]
EXTENSION REQUESTS SHOULD
GO THROUGH LABOR RELATIONS –
(AND THE PARTIES SHOULD HAVE
MUTUALLY AGREED TO THE
EXTENSION IN WRITING)
DEPT HEAD, CONTROL UNIT HEAD
OR FACTFINDER MAY EXTEND
TIMEFRAMES FOR MANAGEMENT
ACTIONS [RESPONSES, FACTFINDER
REPORTS]
EXTENSION MUST BE IN WRITING,
WITH REASON AND NEW DEADLINE.
COPIES OF EXTENSION SENT TO THE
(COMPLAINANT AND REP), AND TO
LABOR RELATIONS
EXTENSIONS BY A STEP 2
REVIEWER OR FACTFINDER SHOULD
ALSO BE SENT TO THE CONTROL
UNIT HEAD
Grievance Records Retention
Maintain all documents related to the grievance in a file separate from the
employee’s personnel file.
University Records Disposition Schedule Manual advised retaining
grievance for a period of 5 years after resolution of the grievance.
Coming Revisions to PPSM 70 Policy/Procedure….
QUESTIONS??
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please fill out the Class Evaluation!
THANK YOU!