ADMINISTRATION - Part 1
UW-Platteville Mission Statement, Administration, Board of Regents, Orgainizational Charts, and Sources of Information at UW-Platteville
FACULTY & STAFF - Part 2
Faculty and Academic Staff Responsibilities, Faculty and Academic Staff Privileges, Policy Statements
CALENDARS & COMMITTEES - Part 3
Calendars, Committee Structure
BYLAWS - Part 4
Faculty Handbook, Academic Staff Constitution, Academic Staff Bylaws
WISCONSIN ADMINISTRATIVE CODE - Part 5
Wisconsin Administrative Codes
Chapter XII: Grievances
A grievance is a personnel problem involving an employee's expressed feeling of unfair treatment or dissatisfaction with aspects of working conditions.
12.02 Informal Resolution
In many cases, grievances can be resolved informally(for example, through direct contact with the academic staff member or through the intervention of the academic staff member's supervisor or area head). The purpose of informal resolution is to end the dissatisfaction rather than to assess blame and impose disciplinary sanctions. No record of a grievance resolved informally will be placed in the academic staff member's official personnel file.
12.03 Formal Resolution
Academic staff members encountering grievances that cannot be satisfactorily resolved with or by the supervisor or area head (assistant chancellor or dean) shall submit these grievances in writing to the Academic Staff Personnel Commission. The following procedures will be followed:
- Upon receipt of the grievance, the Personnel Commission will meet to review the grievance, schedule the hearing, and determine what questions to ask and/or written documentation to request of the parties involved.
- Within 20 working days of receipt of the grievance, the Personnel Commission shall conduct a hearing on the matter. Both the academic staff member and the person(s) against whom the grievance is directed must be given written notice of at least five (5) working days. Every effort should be made to accommodate the schedules of all parties, and time lines may be extended by mutual agreement of those involved.
- The hearing is subject to the provisions of the Wisconsin Open Meetings Law. The academic staff member with the grievance may present witnesses, and the person(s) against whom the grievance is made shall have the same privilege. Written documentation may also be presented by both parties.
- On the basis of the evidence presented, with the burden of proof being on the academic staff member, the Personnel Commission shall either dismiss or concur with the grievance.
- If the grievance is dismissed, no further proceedings are necessary.
- If it concurs either totally or in part, the Personnel Commission shall forward to the supervisor, within five (5) working days, a recommendation that includes suggestions for settling the grievance.
If dissatisfied with the subsequent actions taken by the supervisor, the academic staff member may present the question to the Chancellor for final adjudication.