Spelman is committed to providing
the best possible working conditions for its employees. Part of this
commitment is encouraging an open and frank atmosphere in which any
problem, complaint, suggestion, or question receives a timely response
from Spelman management.
Spelman strives to ensure fair and
honest treatment of all employees. All members of management and
employees are expected to treat each other with mutual respect. Both
are encouraged to offer positive and constructive criticism.
If employees disagree with
established rules of conduct, policies, or practices, they can express
their concern through the problem resolution procedure. No employee
will be penalized, formally or informally, for voicing a complaint with
Spelman in a reasonable, business-like manner, or for using the
If a situation occurs when employees
believe that a condition of employment or a decision affecting them is
unjust or inequitable, they are encouraged to make use of the following
steps. The employee may discontinue the procedure at any step.
Employee presents grievance to
immediate supervisor after incident occurs. A written grievance statement should be
submitted to the supervisor outlining the following:
nature of the grievance and the
facts upon which it is based.
the legislation, rule, regulation,
policy or procedure, if any, that is alleged to have been violated.
the remedy or relief requested.
If supervisor is unavailable or
employee believes it would be inappropriate to contact that person,
employee may present problem to the next level of management.
This statement must be submitted
within ten (10) working days following the event(s) on which the
grievance is based.
Supervisor responds to problem
during discussion or after consulting with appropriate management, when necessary. The
supervisor should give his or her written response to the employee
within ten (10) working days after the statement is received. All
documentation should be forwarded to the Director of Human Resources
If the employee is dissatisfied with
the supervisor's response, a written appeal stating the reasons for
continued dissatisfaction may be made to the supervisor's manager.
Copies of the grievance statement and the supervisor's response should
be attached. This appeal should be submitted within five (5) working
days of receipt of the supervisor's response. A copy of the appeal and
all attachments should be forwarded to the Director of Human Resources.
The manager receiving the appeal
will investigate the grievance. This may include meetings with he
employee, the supervisor, and the Director of Human Resources. After
reaching a decision, the manager will send a written response to the
employee within 10 working days after receipt of the appeal. A copy of
this decision will be sent to the Director of Human Resources.
The Office of Human Resources will
review the facts and consult with employee and manager. Human Resources
will facilitate an appropriate resolution based on the facts of the
situation and any policies or laws that may be applicable.
If appropriate, all facts and recommendations
for resolution will be presented to the division Vice-president for
review and concurrence.
Vice President/Provost reviews and
considers resolution. Vice President/Provost or designee informs
employee of decision and forwards copy of written response to Office of
Human Resources for employee's file. Issues may escalate to the
President's office if deemed appropriate by the Division
Not every problem can be resolved to
everyone's total satisfaction, but only through understanding and
discussion of mutual problems can employees and management develop
confidence in each other. This confidence is important to the operation
of an efficient and harmonious work environment.
Policy No. 718 Effective Date: 9/1/2000
Revision Date: 6/1/2002