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 Process
 The process outlined herein describes the ordinary method for handling grievances (as defined in the section "Grievance Procedures"). The Director of Human Resources may in his or her sole discretion adjust any part of these procedures with regard to any grievance(s) as is deemed necessary under the circumstances.
 Step 1: The employee may consult with his/her supervisor to attempt to resolve the grievance. It is quite possible that the problem can be resolved promptly by the two of you to your mutual satisfaction. If the supervisor is unable to do so, the grievance can proceed to Step 2. If the issue involves the employee's supervisor, the employee may skip Step 1 and go directly to Step 2.
 Step 2: Following Step 1, the employee may present the grievance to the head of his or her department, who may attempt to resolve the grievance. If the head of the department is unable to do so, the employee can, if desired, proceed to Step 3. If the issue involves the head of the department in any way, the employee may skip Step 2 and go directly to Step 3.
 Step 3: Following Step 2, the complainant may present the grievance to the Director of Human Resources, who may attempt to resolve the grievance. If the Director of Human Resources is unable to resolve the matter, the employee can, if desired, proceed to Step 4.
 If a resolution is reached at this step, it will be presented in writing to the employee.
 Step 4: If no resolution is reached at Step 3, the employee may request that a Grievance Committee be formed to conduct a hearing. The employee shall submit a request for a Grievance Committee to the Director of Human Resources within twenty working days of the completion of Step 3.
 The Committee shall consist of five members as follows: an appointee of the Senior Administrator responsible for the grievant's area, an appointee of the Affirmative Action Officer or designee, a member of the administrative support staff, a member of the hourly staff and an at-large member appointed by the Manager of Benefits and Employee Relations. The Human Resources Director or a designee shall serve as a non-voting advisor unless disqualified under Step 3. (If there is a personal involvement in any way, the Committee member will be disqualified and a substitute will be appointed.) A quorum of at least three members is required to conduct a hearing.
 The Committee shall elect its own chairperson; determine the details of its procedure; conduct a hearing within ten working days following receipt of the written request from the complainant; maintain written records, including a statement of the complaint and a statement of the findings and recommendations of the Committee. Committee deliberations shall be confidential, except as otherwise provided herein or as required by law. The Committee should report its findings and recommendations in writing to the employee involved in the grievance and the applicable Senior Administrator within twenty working days following the conclusion of the hearing.
 An employee involved in a grievance hearing may be accompanied at the hearing only by a co-worker from his/her department who has had at least six months of service and who will appear only as support to the employee in non-voting capacity. The grievance process is intended as an informal process whereby members of the College community assist in resolving disputes. In order to maintain the informal nature of this process, no employee may have an attorney present at the hearing or at any point during this process. For the same reasons, the Committee does not make electronic, stenographic or other recordings of the session; nor is the employee permitted to make any such recording.
 President and/or Senior Administrator of the Complainant's Area Review: The President and/or Senior Administrator shall have the right to review the proposed resolution of the grievance under any of the above steps, although that right shall be exercised within their sole discretion. The President or Senior Administrator shall notify the participant involved in the grievance whether she/he intends to exercise the right of review. This notification shall be given within ten working days of receipt of the written resolution, unless additional time is needed, at his or her sole discretion.
 The results of his/her review shall be presented in writing to the employee involved in the grievance, and the members of the Grievance Committee. This announcement shall be made within ten working days from the notice mentioned in the first paragraph of this subsection, unless the President and/or Senior Administrator, in his or her sole discretion, determines that more time is needed to complete the review. After review, the decision of the President or Senior Administrator shall be final. If she/he chooses not to review the decision or recommendations submitted, these shall stand, and they shall be implemented in good faith.
 Timing: Grievances must be submitted in writing within 20 working days following the alleged incident giving rise to the grievance. The employee shall file a request for a Grievance Committee to the Director of Human Resources within twenty working days of the completing of Step 3. An employee's failure to comply with this time limit will mean that he/she has forever waived his/her opportunity to grieve that incident.
 The records of each Committee convened hereunder shall be kept in the Office of Human Resources for a suitable period following the resolution of the grievance.