Due Process for Staff Members in the case of Student Grievances
|No. 3-31a||Rev. 4-7-94||Date 1-6-94|
To ensure due process and fair treatment for a staff member in the case of a student grievance against a staff member.
- Board of Regents Policy R831, Guidelines for Non-Faculty Staff Employment Grievances
- PPM 3-2, Personnel Definitions
- PPM 3-14, Hourly Employment (Non-Teaching Personnel)
- PPM 3-15, Personnel Relations
- PPM 3-31, Staff Employee Grievances
- PPM 3-32, Discrimination Complaint
- PPM 3-33, Discipline (Staff Employees)
- PPM 6-22, Student Code
- PPM 6-23, General Statement
- PPM 6-24, Student Due Process, Jurisdiction
- PPM 6-25, Definition of Terms
- PPM 6-26, Student Due Process, Informal Resolution
- PPM 6-27, Student Due Process, Hearings
- PPM 6-28, Student Due Process, Rights of Parties in Hearings
- PPM 6-29, Student Due Process, Sanctions
A. Staff Member
A non-exempt staff, exempt staff or admin non-exempt staff member as defined in PPM 3-2.
Defined in PPM 6-25, T.
A. A student who has a grievance against a staff member shall pursue the grievance through the provisions of PPMs 6-22 through 6-29 with the understanding that Board of Regents Policies R831 and R841 and PPMs 3-2, 3-14, 3-15 and 3-32 provide due process protection to the staff member against whom the grievance is directed.
B. In reference to the policies listed in IV, A above, a staff member's due process rights and the steps outlined for staff employee grievances shall be deemed to have been satisfied if the following conditions are met:
1. The staff member is allowed representation of his/her choice as all stages of the process.
2. The staff member is informed he/she has access to and counsel from the University Due Process Officer as defined in PPM 6-25.
3. The student filing the grievance attends an informal meeting with the staff member and the staff member's immediate supervisor in an effort to resolve the issue before pursuing a formal grievance, provided that this step shall not apply to grievances covered by PPM 3-32.
4. At least two members of the hearing committee are staff members.
5. Any sanctions recommended are consistent with sanctions allowed by the Board of Regents and Weber State University.
6. The findings of the hearing committee are regarded as recommendations to the president of the University who will give the final and binding decision as described in PPM 3-31.