Student Employee Grievance Procedure

  1. These procedures shall apply to and be considered the right of any University of Iowa non-academic employee who: 
    1. Is a student currently registered in an undergraduate, graduate, or professional program on campus; and 
    2. Has no other employee grievance procedure available for use. 
  2. A grievance is a difference, complaint or dispute regarding the interpretation or application of established policies and/or procedures governing terms of employment, working conditions, hours of work or compensation. General wage adjustments are excluded from the grievance procedure. 
  3. The initiation period for a grievance must be within 21 calendar days of the date of discovery, by the employee, of the grievance, and within one year of the actual incident. 
  4. The employee shall have the right to be accompanied by two representatives throughout the proceedings. 
  5. The employee shall be allowed a reasonable time, not to exceed four hours, off from duties without loss of pay to investigate a grievance. Such time is to be scheduled with the supervisor's permission. What is a reasonable time shall be determined by mutual consent of the parties involved. If the parties are unable to agree, the time reasonably necessary to investigate the grievance should be determined by the Vice President for Student Life or designee. 
  6. All levels of supervisory personnel involved shall be directed to consider grievances as soon as is reasonably possible. 
  7. An extension of the time limits specified in the grievance procedure may be made when mutually agreed upon by the employee and the administrator to whom the grievance is being addressed. 
  8. The mechanism for handling grievance proceedings is as follows: 

Step 1. A grievance proceeding shall be commenced by the employee presenting the grievance orally to her or his immediate supervisor. Such supervisor shall make an immediate response to the grievance. 

Step 2. If the oral response of the immediate supervisor fails to satisfy the employee, within four working days of receipt of the immediate supervisor's oral response, the employee shall file a written grievance with the immediate supervisor. If no oral response is made, a similar writing shall be filed with the immediate supervisor within four working days of presenting the oral grievance. In either case, the writing shall set forth with reasonable particularity: 

          1. The events concerning which the employee feels aggrieved; 
          2. The date or dates on which the events occurred; 
          3. The date of the presentation of the oral grievance to the immediate supervisor; 
          4. The date of the immediate supervisor's oral response, if one was made; and 
          5. The employee's understanding of the immediate supervisor's oral response, if one was made. 
          6. Within four working days of receiving the written grievance, the immediate supervisor shall respond to the employee in writing stating with reasonable particularity the supervisor's understanding of the facts and of his or her oral response, if either or both differ from that of the employee. If not resolved: 

Step 3. The written grievance shall be sent by the employee within five working days of receipt of the supervisor's response to the department head and an administrator designated by the Vice President for Student Life. A meeting called by the administrator will then be held, if possible within five working days of receipt of the grievance or as soon thereafter as is feasible among the administrator, the department head or his/her designee, the employee and the employee's representatives, if any. A written response is required within five working days following the meeting. The response must be written by the department head in consultation with the administrator. If not resolved: 

Step 4. The written grievance should be forwarded by the employee within five working days of receipt of the department head's response to the Office of the Vice President for Human Resources. Within five working days of the receipt of the written grievance, or as soon thereafter as feasible, a meeting should be called by the Vice President for Human Resources or his or her designee of appropriate parties necessary to review the issues related to the complaint, at which the employing department and the grievant may present arguments and/or witnesses in support of their position. The final administrative determination should be made by the Vice President for Human Resources, or designee, in consultation where appropriate with the Vice President for Student Life, to be communicated to the parties in writing within three working days of the meeting. 

(University of Iowa Operations Manual)

  1. Student Rights

    1. Student Bill of Rights
    2. Policies Related to Student Rights and Responsibilities
    3. Student Records Policy
    4. Student Complaints Concerning Faculty Actions
    5. Student Complaints Concerning Actions By Teaching Assistants
    6. University Policy on Human Rights
    7. Office of the University Ombudsperson
    8. University Policy on Sexual Harassment
    9. University Policy on Consensual Relationships Involving Students
    10. University Policy on Anti-Harassment
    11. Student Employee Grievance Procedure
    12. Complaints of Discrimination
    13. Disability Protection Policy
    14. Anti-Retaliation Policy
    15. Statement of Religious Diversity and the University Calendar
    16. Sexual Misconduct Involving Students, including Sexual Assault and Sexual Harassment
      1. Sanctioning Guidelines for Sexual Assault
  2. Student Responsibilities

    1. Code of Student Life (2017-2018 academic year) 
    2. Student Judicial Procedure (2017-2018 academic year)
    3. Academic Misconduct
    4. Policy Regarding Use of Illegal Drugs and Alcohol
      1. Responsible Action Protocol
      2. Minimum Sanctions for Violations of the University Alcohol and Drug Policies
    5. Uniform Rules of Personal Conduct at Universities Under the Jurisdiction of the State Board of Regent
    6. Judicial Procedure for Alleged Violations of the Regents’ Rules of Personal Conduct
    7. Legal Assistance for Students
    8. Use of Campus Outdoor Areas
    9. Campus Policy on Violence 
    10. Policy on Acceptable Use of Information Technology Resources
    11. Frequently Asked Questions about Code of Student Life
    12. Flowchart for Student Judicial Procedure
  3. Student Organizations 

    1. Registration of Student Organizations
    2. Administration of Student Organizations
    3. Discipline of Registered Student Organizations
  4. Miscellaneous

    1. Registration of Student Automobiles
    2. Lost & Found
    3. Reporting Correct Residential Address and E-mail Address
    4. Mandatory Student Fees Policy
    5. Voter Registration
    6. Picture Student Identification
    7. Graduation Rate
    8. Critical Mentoring and Student Support (Critical MASS)
    9. Federal Student Aid Penalties for Illegal Drug Convictions
    10. Annual Reports
    11. Dean Clearance Letters
  5. Campus Crime Policies & Statistics

    1. Department of Public Safety
    2. Safety & Respect
  6. Tables                                                                                          

    1. Controlled Substances - Uses & Effects
    2. Federal Tracking Penalties - Marijuana and Penalties for Possession 
    3. Penalties under Iowa Law for Manufacturing, Delivering, Possessing with the Intent to Deliver a Controlled Substance, a Counterfeit Substance or a Simulated Controlled Substance 
    4. Summary of Penalties for Various Offense Categories 

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