Date of Issue 8/97

Subject: Staff Grievance Procedure

It is the policy of the university to provide every employee the right to an internal review of a condition, decision, or treatment unsatisfactory to the employee and affecting his or her employment. Open communications between supervisors and employees are strongly encouraged to assist in effective and timely resolution of employee issues. Human Resources staff are also available to discuss any matters brought forward and assist in informal problem resolution. Retaliation in any form against an employee initiating a grievance is prohibited.

The purpose of the grievance procedure is to provide a system for reviewing employment decisions or other issues questioned by employees. Matters of university policy cannot be grieved.

IIT has a policy prohibiting sexual harassment and will review and investigate complaints. (See E. 2.00)

All non-probationary employees other than temporary employees may appeal a decision through the established grievance procedure. Union employees follow a grievance procedure outlined in their respective collective bargaining agreements. Probationary employees may contact Human Resources for review of any decision.

Prompt examination of employee issues is critical to their resolution. Therefore, strict timeframes have been established to move the grievance through the review process. A grievance not filed in conformance with the below steps and timeframes may be considered withdrawn.

a.	Step One: Action must be initiated by the employee within ten working days of the occurrence of the incident or knowledge of said incident. An incident may be a single occurrence or a pattern of conduct. The employee shall state the complaint in writing, including the date of the alleged incident or duration of the pattern of conduct, facts and the resolution sought. Human Resources is available to assist in the drafting of the grievance. The written grievance shall be submitted to Human Resources within the 10-day timeframe. If the complaint is against Human Resources, the written grievance is immediately filed at Step Three.
b.	Step Two: Upon receipt of the written complaint, a professional staff member in Human Resources will review the matter and confirm that no satisfactory resolution was reached between the supervisor and employee through earlier discussion or that the matter is not appropriately reviewed by that supervisor. Human Resources will refer the employee to the next higher level of supervision for review of the grievance. This review usually takes place by a meeting of the employee and that higher supervisory person when all the issues are discussed. The grievant must initiate this review within 10 days of referral by Human Resources. The reviewer will consider the facts presented, investigate further as necessary, and give an oral decision to the employee within five working days of their meeting.
c.	Step Three: If the employee chooses to appeal the response at the prior step, the employee may, within five working days of the response to Step Two, request a hearing by the Director of Human Resources or designee. Human Resources will initiate a conference with the parties involved. The grievant may select another university employee, either faculty or staff, as a designated representative to attend and assist in presenting his or her case. The purpose of the meeting is for the Director of Human Resources or designee to discover the facts and circumstances, and based upon this conference and any additional investigation, to make findings and to render a decision. This decision will be given in writing within seven working days of the conference. If a response from Step Two is not rendered within five working days, the employee may advance to Step Three without receiving the Step Two decision.
d.	Step Four: If the employee chooses to appeal the decision rendered, the employee should, within five working days, inform the Director of Human Resources who will present all findings to the Vice President for Business and Administration. If a response from Step Three is not rendered within seven working days, the employee may advance to Step Four without receiving the Step Three decision. The Vice President will meet with the employee and the Director of Human Resources and investigate further as necessary. The decision of the Vice President shall be rendered in writing within seven working days of the meeting and shall be final.

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