Grievance Resolution/Alternative Dispute Resolution
- All staff appointments covered under and defined in the policy on Terms and Conditions of Employment of Staff (VI.F.5):
- Executive, Management, Professional, Operational/Technical, Administrative and Operational Support, and Police, Fire and Skilled Trades
- Postdoctoral Researchers, Clinical Residents and Clinical Interns as defined in the policy on Terms and Conditions of Employment of Postdoctoral Researchers, Clinical Residents and Clinical Interns (VI.F.13)
- Graduate Student Staff as defined in the policy on Terms and Conditions of Employment of Graduate Student Staff (VI.F.11)
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- A complaint by an employee that alleges they have been, or are being, adversely affected by a specific:
- Improper application of one or more University rules, regulations, or policies; or
- Improper action, inaction, or decision of any supervisor, department head or other persons with administrative control and responsibility.
- The dispute must be directed toward the University, not person, and the employee must not have raised the concern through any other University policy or procedure.
During the informal process, an ADR specialist/mediator is assigned to meet with each party individually. During this process, individuals strive to find mutually satisfactory management or resolution of their disagreement. The ADR specialist doesn't’t decide who is right or wrong; instead, they will help parties understand what’s behind the conflict and brainstorm options to solve it. If the participants are able to come up with their own solutions to the conflict, the mediator helps draft a written summary, a copy of which each participant receives.
During the formal process, a committee comprised of three trained employees, will review all pertinent data, will meet individually with both parties and will submit a report of findings and its recommendation to the vice president of human resources to render a final decision.
Examples might include
- Written warning
- Additional time or defined plan for improvement
- Acknowledgement of necessary improvement
- Reduction or removal of discipline
- Separation agreement or resignation
- Ability to consider jobs based on strengths
- Application of policy
- Better understanding of procedures
- Potential compromise
The divisional HR Business Partner can further explain the University’s policies and procedures to you and can assist you in initiating the ADR process.