SHRA Employee Grievance Policy
It is the policy of The University of North Carolina that the grievance process exists to allow for prompt, fair and orderly resolution of disputes arising out of employment. The University of North Carolina has therefore adopted this Grievance Policy to further these goals as approved by the State Human Resources Commission.
Grievance Process for All Grievable Issues
A grievance or complaint must be filed within 15 calendar days of the alleged event or action that is the basis of the grievance. Any grievance or complaint that alleges unlawful discrimination, harassment or retaliation shall be addressed and completed through the University Equal Employment Opportunity (EEO) Informal Inquiry process before being considered in the formal internal grievance process. Except as provided herein, all other grievable issues must first be discussed with the immediate or other appropriate supervisor in the employee’s chain of command or other appropriate personnel or agency or University that has jurisdiction regarding the alleged event or action that is the basis of the grievance prior to filing a formal grievance. Disciplinary action grievances as well as non-disciplinary separation due to unavailability shall proceed directly to the formal internal grievance process.
Disciplinary action grievances (i.e., dismissal, suspension without pay, demotion) that include both an allegation of unlawful discrimination, harassment, or retaliation and an allegation that the disciplinary action lacks just cause shall first be addressed through the University EEO Informal Inquiry process before proceeding to the formal internal grievance process. Likewise, a grievance that involves both a separation due to unavailability and an allegation of unlawful discrimination, harassment or retaliation shall first be addressed through the University EEO Informal Inquiry process before proceeding to the formal internal grievance process. After the EEO Informal Inquiry process is completed, all grievable issues remaining (including that an unresolved disciplinary action lacks just cause or that an unresolved separation due to unavailability was improper, and any unresolved allegations of unlawful discrimination, harassment, or retaliation) may be considered in the formal grievance process if pursued by the employee as per the procedures below.
See Related Resources for complete SHRA Employee Grievance Policy
Roles & Responsibilities
University Human Resources, AA/EEO Office Responsibilities
- Adhere to the SHRA Grievance Policy;
- Develop and communicate internal procedures as needed;
- Provide current employees and new hires with access to the Employee Grievance Policy;
- Notify employees of any change to the internal University grievance process no later than 30 calendar days prior to the effective date of the change;
- Maintain grievance data in the Grievance Log provided by OSHR. Data must be entered as events occur; and
- Provide employee grievance reports to OSHR as request.
This policy applies to all Winston-Salem State University SHRA employees.
Responsible Division: Vice Chancellor and Chief of Staff
Authority: Board of Trustees
- Effective: February 1, 2016
SHRA Employee Grievance Policy