HR policy - Unclassified rules: 6.02 faculty grievances

The University of Wisconsin System (UWS) is governed by the Wisconsin Administrative Code - the rules adopted by the Board of Regents. These rules were promulgated in accordance with the rulemaking authority vested in the UW Board of Regents. These specific policies called "unclassified rules" provide for specific instances where the local institution may develop or add to the UWS rules. The UWL Policy number corresponds to the unclassified rule chapter number and section. For the entire UWS rules, visit: http://docs.legis.wisconsin.gov/code/admin_code/uws

 Functional Owner Chief Human Resources Officer
 Executive Sponsors Chancellor
 Policy Contact Chief Human Resources Officer or Faculty Ombudsperson


Who this policy applies to:
Faculty.


Understanding the UWS Code:
The University of Wisconsin System (UWS) is governed by the Wisconsin Administrative Code - the rules adopted by the Board of Regents. These rules were promulgated in accordance with the rulemaking authority vested in the UW Board of Regents. These specific policies called "unclassified rules" provide for specific instances where the local institution may develop or add to the UWS rules. The UWL Policy number corresponds to the unclassified rule chapter number and section. For the entire UWS rules, visit: http://docs.legis.wisconsin.gov/code/admin_code/uws

This specific policy is part of Chapter 6 of the UWS Code.  To review the UWS code, please visit: http://docs.legis.wisconsin.gov/code/admin_code/uws/6


UWL Policy Detail:
(1) The faculty committee to investigate grievances of faculty members shall be the Committee on Complaints, Grievances, Appeals, and Academic Freedom, as authorized by the Faculty Senate Bylaws.

(2) A grievance is a personnel problem involving a faculty member's expressed feeling of unfair treatment or dissatisfaction with aspects of his/her working conditions within the university which are outside his/her control and which are not covered by other personnel rules. A grievance relates to such matters as academic freedom, salaries, promotions, assignment of teaching duties, assignment of space or other facilities, and unethical or improper action by administrators. In a grievance a faculty member claims substantial personal harm and seeks redress for himself or herself.

(3) In an attempt to reach informal resolution, faculty problems concerning unfair and improper working conditions should initially be addressed at the level (department/unit, college or university) where the problem originated. If the parties cannot resolve the grievable problem or if the faculty member wishes to appeal the informal resolution, the faculty member may petition in writing the Committee on Complaints, Grievances, Appeals, and Academic Freedom for redress. In unusual cases, the grievance may be presented to the committee without attempts at informal resolution.

(4) The faculty member who grieves is responsible for preparing the grievance petition, for documenting evidence, and for securing witnesses. The written petition shall set forth in detail the nature of the grievance, shall identify parties to the grievance and, at the option of the grievant, may include a statement describing appropriate redress. The grievant shall initiate the grievance process by submitting the petition along with the supporting materials (letters, memos, data, evidence, preliminary findings, etc.) to the CGAAF Committee. The burden of proof in a grievance shall rest with the faculty member who has filed the grievance.

(5) The informal resolution of problems involving unfair treatment or improper working conditions should ordinarily be completed during the semester in which the problem surfaces. Formal grievances shall be filed with the CGAAF Committee within 30 days beyond the end of the semester in which they are alleged to have occurred. The resulting hearing shall be held no later than 20 days after the grievance is filed except that this time limit may be extended by mutual consent of the parities or by order of the CGAAF Committee.

(6) Submission of a grievance petition shall not automatically entail investigation or detailed consideration thereof. The committee shall have the right to decide whether or not the facts merit a formal hearing. The committee may reject the case if the petition is seriously flawed; if the alleged personal harm is not substantial, or if the grievant has not made a good-faith effort toward informal resolution.

(7) The Faculty Senate Bylaws shall specify the guarantees of due process and procedure for the fair hearing of a grievance. The CGAAF Committee may establish additional rules and guidelines regarding hearings.

(8) The committee shall report its findings and recommendations to the chancellor, to the Executive Committee of the Faculty Senate, to the grievant, and to all parties to the grievance within ten days after the conclusion of its proceedings.

(9) Within ten days after the transmittal of the findings and recommendations of the committee, a party to the grievance may file written objections with the chancellor. Any objections must be based solely on the record as developed at the hearing before the committee.

(10) The chancellor shall render a decision as soon as practical after the expiration of this second ten day period, but no later than 30 days following receipt of the committee's recommendation(s), and shall transmit the decisions to the grievant, to the party against whom the grievance has been filed, to the Faculty Senate Executive Committee, and to the CGAAF Committee. If the chancellor does not accept the committee recommendation, he/she shall provide the Faculty Senate Executive Committee and the CGAAF Committee with a written statement of reasons.


Revision history:
Last reviewed was July 2020


Supporting tools:

Responsibilities:
N/A


Links to related information:




Keywords:faculty grievances   Doc ID:103732
Owner:John A.Group:UW-La Crosse
Created:2020-07-07 18:33 CDTUpdated:2020-08-08 16:32 CDT
Sites:UW-La Crosse
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