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Handbook TOC

Preface
Introduction
University History

Employment, Career Development, Salary Administration
Staff Employment Policy
Salary Administration
Career Development

Time Off
Annual Report of Leave Time Taken
Vacation Policy
Holiday Policy
Leave Policies

Procedures
Complaint Resolution Process
Late Openings/Emergency Closings
Payroll Policies and Procedures
Work Schedules

General Topics
Computer Usage Policy
Confidentiality
Domestic Partners
Personnel Records/Release of Information
Sexual Harassment
Termination of Employment
Work Environment
    Alcohol & Illegal Drugs
     Campus Safety
     Motor Vehicle/Parking Regulations
     Smoking
     Weapons
 

COMPLAINT RESOLUTION PROCESS

Work-related problems should first be discussed with the administrative staff member’s supervisor.  If the issue is not resolved, the problem may be brought to successively higher levels of supervision.   If the results of these discussions are not satisfactory, the administrative staff member may initiate the formal complaint resolution process by contacting the director or an associate director of Human Resources.

Complaints of alleged sexual harassment or discrimination may also be initiated through the Affirmative Action Office.  This alternative process is described in the section of this handbook titled Sexual Harassment.

Examples of subjects for which the formal complaint resolution process could be initiated are:

  • Disciplinary action;
  • Discrimination;
  • Disputed interpretation of policy;
  • Harassment;
  • Termination for cause; and
  • Unfair or unsafe working conditions.

Examples of subjects for which use of the process would be inappropriate are:

  • Complaints against students;
  • Changes in university policy;
  • Elimination of a position or non-continuation of an appointment; and
  • Complaints not filed in a timely manner.

FORMAL COMPLAINT RESOLUTION PROCESS

The University guarantees that there will be no retaliation of any sort against an administrative staff member who initiates a formal complaint.

An administrative staff member who wishes to begin the formal complaint resolution process should:

  • Write a statement describing the complaint and present it to his or her supervisor.  The supervisor will respond in writing.  A copy of the administrative staff member’s written statement should be sent to Human Resources.
  • If the supervisor does not respond within a reasonable time – usually no longer than two weeks – or if the administrative staff member is not satisfied with the supervisor’s response, the administrative staff member should provide his or her original statement with any additions to the officer responsible for the department.  The officer, in consultation with Human Resources, will investigate and respond in writing.
  • If the administrative staff member is not satisfied with the officer’s response, the written complaint with any additional written and oral comments should be provided to the director of Human Resources.  The director will review the complaint with the president who will make a final and binding decision.

Timeliness – While there are no firm deadlines for filing complaints or following the steps, it may be impossible to resolve complaints that are not filed in a timely manner.  Administrative responses to complaints will be provided promptly.

MISCELLANEOUS INFORMATION – COMPLAINT RESOLUTION

In addition to the process listed above, each administrative staff member should be aware of the following options:

  • An administrative staff member may ask one member of the Wesleyan community to be present for advice and support.
  • The director or an associate director of Human Resources is available to discuss the complaint resolution process or to help resolve the complaint before the process is initiated.
  • A complaint may be withdrawn at any point.
  • Throughout this procedure, confidentiality will be maintained to the extent possible while remaining consistent with the requirement of conducting a thorough investigation.