Within fifteen work days after the hearing concludes, the Governing Board will render a written decision to the grievant. No reprisals shall be taken against any grievant, representative, or other participant in the grievance procedure because of such participation. However, it is not considered proper if an employee abuses the procedure by raising grievances in bad faith or solely for the purpose of delay or harassment or by repeatedly raising grievances that a reasonable person would judge have no merit. Final decisions on grievances will not be precedent-setting or binding on future grievances unless they are officially stated as College policy. When appropriate, the decisions will be retroactive to the date of the employee's original grievance.
Information concerning an employee grievance is to be held in strict confidence.
Supervisors and other administrators are to investigate and discuss a grievance only with those individuals who have a need to know about it or who are needed to supply necessary information. Documents, communication, and other records dealing with the processing of a grievance will not be filed in the employee's personnel file, but will be maintained in a separate grievance file in the Human Resources Office. Confidentiality will be maintained. The Vice Chancellor for Human Resources is available to assist in the determination. In some situations, hearings by the Governing Board may be conducted as covered by other Board-approved personnel policies or as required by law.