Grievance Procedures

It is the policy of the University of Arkansas to encourage fair, efficient, and equitable solutions for problems arising out of the employment relationship. Therefore, this policy has been adopted to provide an avenue of resolving grievances for all staff employees. Different grievance policies exist for individuals appointed as faculty.

The staff grievance procedure is distinct from the university’s complaint procedures for employees.  Matters that fall under these review procedures and/or any disciplinary action that occurs as a result, may not be reviewed under the grievance procedure.

  • Matters involving allegations of unlawful harassment, discrimination, pay inequities, reasonable accommodations for disabilities, and/or retaliation should be reported to the University's Compliance Officer with the Office of Equal Opportunity and Compliance.  For more information or to report allegations of discrimination, contact:  Office of Equal Opportunity and Compliance, Phone:  479-575-4019, TDD: 479-575-3649 or titlevii@uark.edu.
  • Matters involving sexual and/or gender-based harassment (including, but not limited to, sexual assault/misconduct, sexual harassment, domestic/dating violence, stalking, and discrimination based on pregnancy), should be reported to the Title IX Coordinator, Phone: 479-575-7111, TDD: 479-575-3649 or titleix@uark.edu.
  • Matters involving workplace violence should be reported to the Behavioral Intervention and Threat Assessment Team (BIT-TAT) via the File A Report Form.

 The grievance process described in this policy is an internal process, intended to encourage informal dispute resolution and, when necessary, allow for structured, but non-adversarial resolution of disagreements.  Accordingly, staff who utilize the grievance process are free to consult with legal counsel at their own expense, but attorneys and other representatives are not permitted to attend or participate in the grievance process.

 All participants in the grievance process are expected to maintain the confidentiality of these personnel matters, provided that disclosure is permitted to university personnel with official responsibility or need to know or otherwise as may be required by law or university policy.

Definitions

Grievance:  

Unless excluded below, a grievance is defined to include the following:

  1. an alleged misinterpretation, misapplication, or violation of a specific provision of university policy that materially affects the Grievant’s terms and conditions of employment; and/or,
  2. bullying: includes, but not limited to, repeated and ongoing acts of intimidation, humiliation, or ridicule either written, verbal, electronic, or physical, against the Grievant that materially interferes with the work environment; and/or
  3. terminations which are deemed to be “terminations-for-cause” as defined in Section 10.4 of the Staff Handbook.

Excluded from the grievance process are: 

  1. issues related to wages, salary or benefits matters involving reappointment, performance evaluation, reassignment of duties, or demotions or promotions, that do not concern a claimed failure by the university to follow established policy;
  2. alternative work arrangements or scheduling;
  3. classification of positions;
  4. separation of employment (whether voluntary or involuntary) except “terminations for cause”;  
  5. retrenchment of employees pursuant to Board Policy 405.5;
  6. falsification of application materials; and/or
  7. personality disputes.

When a question of whether allegations constitute a “grievance” as defined in this policy, the Grievance Officer will determine whether or not an issue may be addressed through the grievance process. If the Grievance Officer determines that a matter is not subject to the grievance process, the decision may be appealed to the Compliance Officer, who shall make a final determination on that issue. 

If the final determination is that the issue does not fall within the scope of the definition of a grievance under this policy, the Grievant will be encouraged to pursue further informal discussions to address any concerns or be advised of other possible policies available to address the issue. The Grievance Officer may assist with such discussions.

FORMS

Informal Resolution Form - Interactive PDF

Formal Grievance Form - Interactive PDF

POLICY

11.1.1 Staff Grievance Procedure

11.1.2 Informal Resolution Procedure 

11.1.3 Formal Grievance Procedure

11.1.4 The Staff Grievance Hearing Procedure

 

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Contact

 

J'onnelle Colbert-Diaz,
PHR, SHRM-CP

Asst. Director/Grievance Officer

Equal Opportunity and Compliance
1 University of Arkansas
346 N. West Avenue 
Mailstop: WAAX 4

Office: (479) 575-3333 (voice)
Office: (479) 575-3646 (tdd)
Fax: (479) 575-7637 (fax)
Email: jcdiaz@uark.edu 
Relay Services 
http://www.arkansasrelay.com/