PURPOSE / SCOPE:
ICOM seeks to resolve employee grievances internally and in a manner that is fair, effective, consistent and timely.
Employees may file a grievance when they believe that either their rights have been violated or they have been treated unfairly in other ways. Grievances may address, though not limited to, matters related to the following:
- Disciplinary actions such as warnings or suspensions, but not including terminations;
- Alleged violations, misinterpretation or inequitable application of ICOM policies;
- Alleged violations of academic freedom; or,
- Health and safety issues.
Issues that are not considered under this Grievance policy, but may be dealt with in other ways, include:
- Matters expressly addressed by separate established policy or procedure;
- Salary and fringe benefits;
- Faculty rank and promotion;
- Non-renewal of appointments or contracts; or,
- The content of published policies and procedures.
At all times the grievance process shall be guided by the virtues of fairness, kindness, and impartiality. The grievance process includes the following steps:
- Employees will discuss the grievance with their supervisor initially; this is an informal meeting. A written record may be made as needed for internal and/or external compliance purposes. The supervisor will work with appropriate individuals, e.g. Associate Deans, to address the grievance. If the issue is not resolved within ten (10) business days of the meeting with the supervisor, the employee may file a formal written complaint. The complaint must be filed within ten (10) business days following the initial ten (10) day period. Formal complaints are submitted to the Dean or President, as appropriate. The written complaint should include the following:
a. Identification of the individual(s) against whom the grievance is being lodged
b. Description of the specific action(s) giving rise to the grievance;
c. Rationale for assertion that the specific action(s) was/were in violation of ICOM policy;
d. Details of location, date or period of time in which the action(s) occurred;
e. The desired remedy;
f. The name and full contact information of the grievant; and
g. The grievant signature.
The Dean or President may convene a Grievance Task Force to address the grievance or they may select to address it on their own. Should a Task Force be convened, no members may serve if there is a conflict of interest. ICOM’s General Counsel shall serve as an advisor.
Within twenty (20) business days of receipt of the written complaint, an investigation will be conducted and a determination made. The Dean or President may extend the deadline for good cause and or exigent circumstances. The grievant will be notified of such delay via written communication.
Within ten (10) business days after the determination is made, a written decision will be sent to the grievant. The written decision will inform the grievant of their right to appeal within five (5) business days of the written decision. Appeals may be directed to the President or Board of Directors, as appropriate.
A copy of the grievance and determination will be placed in the employee’s personnel file.
Employees waive the right to submit grievances or appeals if specified time frames are not met.
ICOM does not tolerate retaliatory action against a person filing a grievance.
PRIMARY POLICY OWNER:
Director of Human Resources