This is current policy When you file a grievance against the supervisor, in an informal hearing, the supervisor still has access to general counsel. They still can go talk to the vice chancellor, the chancellor and get all the feedback they need before the hearing begins. Then the employee who filed the grievance has to grieve the University of Alaska not the individual. It may work for the union because union employees have the full force of the union behind them but a non-union person is one person against the entire establishment. That is one of the reasons staff began consulting attorneys.
Nothing prevents employees from access to the same people supervisors do.
There is nothing in current policy or the revision that says a supervisor or any university employee has to give the grievant documentation in a timely manner that the grievant believes is critical to his or her case. The policy requires that people provide public documents that are appropriate and germane to the issue. Because there are three grievances on remand back to the university from Superior Court. A current case on remand to the UAA hearing panel from the Superior Court. The hearing panel chair has 32 page of procedural questions form the Superior Court that he had to answer before he could even have the hearing, That hearing panel is feeling very overwhelmed and it is very costly to the university.