Saint Martin’s University encourages the resolution of grievances on an informal basis whenever possible. Staff members should discuss the problem with his/her immediate supervisor. If a staff member does not feel comfortable reporting their concern to their supervisor, or for any reason, they have the option of reporting it to the next level administrator or to the Office of Human Resources.
Most grievances and on-the-job conflicts can be settled in conversation between the staff member and his/her supervisor. However, when a complaint cannot be resolved informally, the University provides for a formal review which will seek a fair and timely resolution. This shall serve as the primary University procedure for the resolution of job-related disputes. It is not intended to circumvent the normal channel of communications, nor to set aside the “open door policy” for employees established by supervisors and administrators.
Some complaints are not subject to this grievance procedure. Excluded from this policy are complaints concerning: (1) wages and salaries; (2) performance related dismissals during the trial service period; (3) dismissals of temporary employees; (4) terminations and layoffs related to reductions in force, loss of funding or the expiration of temporary or externally funded grants or contracts; (5) challenges to University policies; (6) termination due to falsification of application (or resume) for employment and other employment related documents; (7) harassment, including sexual harassment and discrimination; (8) gross misconduct: the most common examples of such offenses include but are not limited to:
- Violence or vandalism on the job
- Fighting on the job
- Stealing company property
- Drunkenness or use of drugs on the job
- Gross insubordination
- Serious safety violation threatening others’ health or safety
- Sabotage of company business