Complaint Resolution

Work-related concerns should first be discussed with the employee’s immediate supervisor. If the employee is not comfortable doing this or the issue is not resolved to the employee’s satisfaction at this level, the problem may be brought to successively higher levels of supervision. If the results of these discussions are not satisfactory to the employee, the employee may initiate the formal complaint resolution process by contacting the associate vice president for Human Resources or designee.

Complaints of alleged sexual harassment or discrimination should be initiated through the Office of Equity and Inclusion.

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

  • Disciplinary action
  • Disputed interpretation of policy
  • Harassment
  • Unfair or unsafe working conditions
  • Termination

An employee who wishes to begin the formal complaint resolution process should:

  • Write a detailed statement describing the complaint and present it to their supervisor. The supervisor will respond in writing within two weeks of receiving the complaint. A copy of the employee’s written statement should be sent to Human Resources by the employee.
  • If the supervisor does not respond within a reasonable time or if the employee is not satisfied with the supervisor’s response, the employee should provide their original statement, with any additions the employee feels are relevant, to the appropriate Cabinet member. The Cabinet member will investigate and respond in writing within two weeks of receiving the complaint.
  • If the employee is not satisfied with the Cabinet member’s response, the original complaint with any additional comments should be provided to the associate vice president for Human Resources or designee. The associate vice president for Human Resources or designee will review the complaint with the senior vice president of Administration, who will make a final and binding decision.
  • Throughout this process, confidentiality will be maintained to the extent possible while remaining consistent with the requirement of conducting a thorough investigation.

In addition to the process listed above, employees should be aware of the following options:

  • Human Resources staff is available to discuss the complaint resolution process or to help resolve the complaint before the process is initiated.
  • Employees who wish to report inappropriate or illegal activity may also take advantage of the University’s whistleblower policy and the protection offered by it. For more information, please refer to the General Counsel website.
  • Staff may also wish to contact the University's Ombuds Office.