Employee Handbook  Back to Camelweb Home
Employee Handbook
Table of Contents
Welcome to the Connecticut College Community!
College Policies
Employment Information
Benefits
Leave Benefits
Salary and Wage Policy
College Resources and Facilities
Leaving Connecticut College
Glossary of Terms
Hourly Administrative Addendum
Salaried Administrative Addendum
Campus Safety Addendum
Dining Services Addendum
Physical Plant Addendum
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 Grievance Procedure
 The College strives to ensure fair and equitable treatment of employees in matters of employment and is committed to preventing discrimination. The College encourages all employees to state constructively their concerns and complaints about work matters affecting them, and to use established steps in doing so. Any retaliation against employees for using this policy and procedure is prohibited. An employee may present a concern or grievance regarding employment at the College and have it considered on its merits. You are encouraged to discuss suggestions or complaints with your supervisor, Department Head, the College Affirmative Action Officer, or Human Resources.
 In line with this goal, the College has formulated a process for the orderly resolution of all grievances arising out of employment practices that have not been resolved through the above process. This grievance procedure is intended to be conducted as expeditiously as possible, allowing sufficient time to determine the facts while permitting the College to fulfill its educational and administrative functions. The Grievance Process may also apply in cases where an employee has a complaint involving discrimination. The College recognizes its responsibility at all times to remain in compliance with all applicable state and federal law. This grievance procedure is intended to resolve problems during the employment relationship. It is not intended to address the termination of an employee's employment. Any complaint concerning an employee's termination may be heard by the Director of Human Resources in his or her sole discretion.
 Only items that are job-related and involve an individual's job description may be subject to the grievance procedure. The following are examples of items which are not subject to the grievance procedure.
 
  • Unfavorable annual evaluations.
  • Particular assignments of other personnel.
  • Termination of employment or any issue relating to termination.
 The Director of Human Resources in his or her sole discretion may remove any grievance from the Grievance Process whenever it becomes apparent that the subject of the grievance does not meet the proper criteria for inclusion within the process. If an employee has more than one grievance pending, the Director of Human Resources may, in his or her sole discretion, combine two or more grievances for simultaneous consideration.
 If an employee files a grievance but his or her employment with the College ends for any reason prior to the resolution of the grievance, then the grievance will be considered withdrawn and no further action will be taken on it.
 The College prefers that employees use this process to resolve grievances. However, should an employee choose to pursue a more formal process to resolve a grievance (e.g. through litigation), the college generally will respect that decision and not use the grievance process to attempt to resolve the dispute.
 This grievance procedure is not a contractual right and as the other sections of this Handbook, is subject to the Disclaimer of Contract Provision set forth on page 6a.