Section 8-B1600. GENERAL PROVISIONS

 

1600.1The grievance procedures set forth in this chapter shall be utilized by all University employees for the resolution of conflict, the prompt and equitable relief of personal concerns, and the redress of grievances.

 

1600.2The grievance procedures set forth in this chapter shall not apply to any of the following:

 

(a)A complaint of discrimination which is covered under EEOC or D.C. Office of Human Rights regulations;

 

(b)University policy on labor management relations;

 

(c)An action terminating a temporary promotion within a maximum period of two (2) years which returns the employee to the position from which he or she was temporarily promoted;

 

(d)An action reassigning or demoting an employee to a different position that is not at a lower grade or level than the position from which he or she was temporarily promoted;

 

(e)Non-adoption of a suggestion;

 

(f)Disapproval of a quality salary increase, performance award, or other kind of honorary or discretionary award;

 

(g)An appeal from a disciplinary action or adverse action under the provisions of chapter 15 of this subtitle;

 

(h)Any matter for which a separate appeal procedure is provided;

 

(i)Any matter which is not subject to the jurisdiction of the Board of Trustees;

 

(j)The substantive content of any resolution, policy, or procedure of the Board of Trustees;

 

(k)The application or interpretation of a negotiated grievance procedure between the University and a labor organization;

 

(l)The non-selection for promotion or appointment from a group of duly certified qualified candidates; or

 

(m)Non-reappointment of a faculty member, except in cases where the grievant claims the action was based on inadequate consideration, inaccurate information, discrimination, or violation of academic freedom.

 

1600.3A grievance may consist of a complaint of dissatisfaction or dispute concerning the following:

 

(a)The interpretation or application of University policies or procedures;

 

(b)A claimed violation, misrepresentation, or misapplication of University rules or applicable law; or

 

(c)A failure to act pursuant to the policies and practices of the University or other applicable policies and practices.

 

1600.4An employee shall not knowingly make false or unfounded charges in presenting a grievance.

 

1600.5An employee shall first attempt to resolve a grievance informally through discussions with his or her supervisor. If the grievance is not resolved satisfactorily through informal discussion, the employee may pursue the grievance formally, beginning with the procedures set forth in §1603.

 

1600.6An employee shall be required to informally present a grievance concerning a particular practice or occurrence within fifteen (15) days of the act or occurrence, or within fifteen (15) days of the date the employee became aware of the act or occurrence.

 

1600.7A grievance shall be cancelled by the following:

 

(a)At the employee's request;

 

(b)Upon termination of the employee's employment, unless the relief sought by the employee may be granted after termination;

 

(c)Upon the death of the employee, unless the grievance involves a question of pay; or

 

(d)Failure of the employee to prosecute the grievance.