Probationary Exempt & Non-Exempt Employee Grievances

No.  3-31b   Rev.       Date  12-09-03     



I.     PURPOSE

To ensure fair treatment for probationary employees who seek to resolve work-related grievances.

II.    REFERENCES

III.   DEFINITIONS

A.  Staff Member
A non-exempt or exempt employee in a non-faculty position who receives compensation for work or services from funds controlled by the institution, regardless of the source of the funds, the duties of the position, the amount of compensation paid or the percent of time worked.  For purposes of this policy, "staff employee" includes the following employment classifications as defined in PPM 3-2: exempt staff, admin non-exempt staff; and non-exempt staff.

B.  Probationary Staff Employee
An exempt or non-exempt staff employee who has not completed the probationary period as defined in PPM 3-8.

C.  Employment Grievance
A grievance concerning interpretation or application of personnel policies or practices, working conditions, employee-supervisor relationships, termination, non-retention, or other personnel matters.  Grievances filed under this policy relate to probationary staff employees only.

D.  Final and Binding Decision
A final administrative decision.  The complainant cannot take the matter any further administratively.

E.  Final and Binding Decision-Maker
The President, the appropriate vice president, or other institutional administrator, as determined by institutional policy, empowered to render the final decision of the institution.

F.  Immediate or First-Level Supervisor or Supervision
The lowest level exempt supervisor of the employee as defined in the Fair Labor Standards Act and Department of Labor regulations.

G.  Human Resources Office
The Weber State University office charged with the administration and record maintenance of personnel matters.

H.    AVP Human Resources
The Assistant Vice President of Human Resources or designee.

IV.    POLICY

A.  Probationary employees are classified as at will employees of the University for all purposes.

B.  Probationary employees should attempt to resolve employment grievances other than involuntary release through informal discussions with their immediate supervisors.  The employee may contact the Human Resources Office to assist in the informal resolution of the problem.  This is the final and binding decision for the grievances of probationary employees, except those involving discrimination claims as set forth below.

C.  Problems or complaints involving a claim of discrimination on the basis of race, color, national origin, religion, sex, sexual orientation, age, disability or veteran's status are processed through the provisions of PPM 3-32.