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  6. 7.4 Grievances and Appeal Process

7.4 Grievances and Appeal Process

A regular employee who has completed the probationary period may appeal disciplinary actions and submit grievances for any inequitable working condition or other situation which negatively affects morale. 

The University, in its sole discretion, reserves the right to determine whether an action is a management right as outlined in Section 2.1.3 of this Handbook. 

If the individual submitting the appeal or grievance alleges discrimination, harassment, or retaliation in his or her appeal or grievance, then the grievance or appeal process will be held in abeyance pending a review of the new complaint of discrimination, harassment, or retaliation.

If you are considering initiating a grievance or appeal, you must first discuss the matter with your supervisor. If you decide to proceed with a grievance or appeal, you should state your case, in writing, to your supervisor and state the adjustment desired. This should be done within 10 working days of the occurrence. Your supervisor will provide you with a written decision to grant or deny your request within 10 working days following receipt of your appeal.
If your grievance is not resolved to your satisfaction with your supervisor at the first step, you may appeal, in writing, to your Department Head or Dean within 10 working days of the response to step one. The Department Head or Dean will provide you with a written decision to grant or deny your request within 10 working days following receipt of your appeal.
If your grievance is not resolved in step two, you may appeal, in writing, to your Division Head or Dean within 10 working days of the response to step two. The Division Head or Dean will provide you with a written decision to grant or deny your request within 10 working days following receipt of your appeal.
If your grievance is not resolved in step three, you may request, in writing, within 10 working days of the response to step three, the Associate Vice President / Chief Human Resources Officer (respective to either University General Division or USA Health) to schedule a hearing before the Staff Grievance and Appeal Committee.


A hearing before the committee is a non-adversarial proceeding, and attorneys are not allowed to participate on either side. If you are granted a hearing before the committee and you fail to appear at the hearing, the hearing may be held in your absence.

The committee’s recommendations are presented to the Vice President, Finance and Administration for a final decision. The Associate Vice President / Chief Human Resources Officer (respective to either University General Division or USA Health) will advise the concerned parties of the decision and assist in any personnel action required.

Refer to the University’s Sexual Misconduct & Complaint Resolution policy or your Human Resources office for additional information about this process as it relates to Title IX of the Educational Amendments of 1972.