Grievance Policies

Faculty Grievances

Purdue University has a well established tradition of excellence in all of its academic endeavors. In order to sustain this standard, Faculty and administrators must work together in a respectful and collegial manner. To accomplish this, it is essential that the University maintain a climate that values Faculty and fosters prompt and fair resolution of their concerns and Grievances.

Purdue University encourages its academic personnel to resolve their disagreements through informal, frank and open discussion. However, the University also recognizes that occasionally more formal processes are needed. All such activities, whether informal or formal, must be carried out by all participants within a framework of good faith collegiality. None of these activities are judicial in nature, nor may legal counsel participate. Purdue Faculty or staff who are attorneys may take part in the Grievance process in their role as a University employee, but not as attorney for any of the parties. Everyone participating in the Grievance resolution process as outlined in this policy may exercise his or her prerogatives and fulfill his or her responsibilities without being subject to reprisal or retaliation.

Grievances and the proceedings under this policy will be treated with the greatest degree of confidentiality possible. Initiators are advised, however, that confidentiality can only be respected insofar as it does not interfere with the University’s obligations to investigate allegations of misconduct that require it to take corrective action, or to fulfill duties imposed by law, including, but not limited to, the Indiana Access to Public Records Act, responses to discovery requests in litigation and third-party subpoenas.

When extenuating circumstances warrant, the Executive Vice President for Academic Affairs and Provost or Vice Chancellor for Academic Affairs, as the case may be, has authority to extend any of the time limits set forth in the Operating Procedures for Resolving Faculty Grievances that accompany this policy, except those relating to the filing of an appeal.

In the event that a Grievance concerns an action or decision of a Chancellor or the Executive Vice President for Academic Affairs and Provost, the President will designate an individual to be responsible for implementing the responsibilities of such Chancellor or the Provost pursuant to this policy. In the event that a grievance concerns an action or decision of the President, the Chairperson of the Board of Trustees is responsible for implementing the responsibilities of the President pursuant to this policy.

Any question of interpretation regarding this policy will be referred to the Executive Vice President for Academic Affairs and Provost for final determination.  

For the complete Policy on Faculty Grievances (I.B.1), refer to

Grievance Policy for Administrative/Professional and Clerical/Service Staff Members

All Employees are encouraged to seek and obtain answers to questions or concerns relating to their employment and working conditions through normal, day-to-day supervisory contacts and channels. However, when these informal discussions are not resolved to the employee’s satisfaction, and the matter can be grieved as defined in this policy (see definition of “Grievance”), then the Employee may utilize the Grievance procedure for presentation, handling and disposition of the Grievance.

This policy will be applied and administered in a manner consistent with the University’s equal employment opportunity and affirmative action programs without regard to race, religion, color, sex, age, national origin or ancestry, genetic information, disability, status as a veteran, marital status, parental status, sexual orientation, gender identity or gender expression. Employees may exercise all rights and procedures of this policy without being subject to reprisal, harassment or retaliation.

This policy exists to provide a fair and equitable formal process for an Employee to have his or her Grievance(s) heard when complaints are unable to be resolved informally.

For the complete Grievance Policy for Administrative/Professional and Clerical/Service Staff Members (VI.D.1), refer to