Nonbargained-for
Grievance
| Effective Date: |
12.07.1964 |
Revision Date: |
05.23.1995 |
| Chapter Name: |
Employment
/ Affirmative Action |
Policy Number: |
3.1.1.3 |
| Policy Name: |
Nonbargained-for
Grievance |
| A
PDF version of this policy is available
via this link. |
UNIVERSITY POLICY STATEMENT:
Eastern Michigan University recognizes that misunderstandings
may sometimes arise in the administration
of its personnel policies. It is the purpose of
this policy to provide for the establishment of
a formal procedure and appeal process for all nonbargained-for
employees of the University, including all regular
part-time and full-time executive, administrative,
professional and confidential clerical employees
of the University, except for the President. An
attitude of cooperation, understanding and problem
solving, and an emphasis upon the resolution of
grievances at the lowest possible level, is expected
to pervade the entire grievance process.
Such procedure shall provide that if the grievance
concerns a disciplinary suspension or discharge
of an employee, or a matter in which monetary damages
or injunctive relief is sought for illegal discrimination
or harassment, under any federal, state or local
civil rights statutes, ordinances, rules or regulations,
including, but not limited to, the Michigan Elliott-Larsen
Civil Rights Act, the Michigan Handicappers' Civil
Rights Act, Title VII of the Civil Rights Act of
1964, the Americans with Disabilities Act, and the
Age Discrimination in Employment Act, the employee
may appeal the matter to final and binding arbitration.
Arbitration shall be the employee's exclusive remedy.
The decision of the arbitrator or the right to arbitrate
under this policy shall be a complete defense to
any suit, action, or proceeding instituted in any
federal, state, or local court or before
any administrative agency with respect to any dispute
which is arbitrable under this policy. The decision
of the arbitrator, when made in accordance with
his or her jurisdiction and authority, shall be
final and binding upon the aggrieved employee and
the University.
RESPONSIBILITY FOR IMPLEMENTATION:
The President of the University or his/her designee
has the overall responsibility for implementation
of the policy. The Executive Director of Human Resources
and/or the Assistant Vice President, Academic Affairs,
is responsible for the overall administration and
interpretation of this policy.
SCOPE OF POLICY COVERAGE:
This policy covers all nonbargained-for
employees of the University including all regular
part-time and full-time executive, administrative
professional, and confidential clerical employees.
| Authority
for Creation or Revision: |
|
Professional and Clerical Handbook, May 1,
1969, Page 6.
Minutes of
the Board of Regents, December
7, 1964; para. .164.
Minute:s of the Board
of Regents, May 23, 1995; para. .4995M.
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