The Administrative Officer will issue a written, final, and binding decision. The Human Resources Director will provide training and support to managers in dealing with employee disagreements and problems. In addition, employees should be encouraged to consult with the Human Resources Director, their manager, or other members of management on a less formal basis regarding employee complaints or disputes when appropriate. When appropriate, the decisions will be retroactive to the date of the employee s original dispute. The final decisions on disputes will not be precedent-setting or binding on future disputes unless they are officially stated as University policy.
Information concerning an employee dispute is to be held in confidence.
Managers and other members of management who investigate a dispute are to discuss it only with those individuals who have a need to know about it or who are needed to supply necessary background information or advice. Time spent by employees in dispute discussions with management during their normal working hours will be considered hours worked for pay purposes. Employees are not to be penalized for proper use of the dispute procedure. However, it is not considered proper use if an employee raises disputes in bad faith or solely for the purposes of delay or harassment, or repeatedly raises meritless disputes. Implementation of the dispute procedure by an employee does not limit the right of the University to proceed with any disciplinary action which is not in retaliation for the use of the dispute procedure.