大学政策6602

弗吉尼亚法典第23条.第1-1301条，经修正, grants authority to the 参观委员会 to make 规则 and policies concerning the institution. 第六节.第01(a)(6)条 访客委员会章程 grants authority to the 总统 to implement the policies and 程序 of the Board relating to University operations.

的 弗吉尼亚人事法案，弗吉尼亚法典第2节.2-2900 et. seq., 修订的, specifies that 年龄ncy heads shall be the appointing authorities of their respective 年龄ncies and shall establish methods of personnel administration within their 年龄ncies.

弗吉尼亚联邦平等就业和争议解决办公室

联邦人力资源管理政策部.60、行为标准

不利雇佣行动 -任何对条款产生不利影响的雇佣行为, 条件, 或者就业福利.

机构负责人 -国家机构的负责人. 在bet8体育娱乐入口，这是校长.

武断或反复无常 -不顾事实或没有合理依据.

机密的员工 -其雇佣条款及条件受 弗吉尼亚人事法案，弗吉尼亚法典第2节.2-2900等序列.，经修订，他被雇用在一个机密的职位.

被第 - 的 immediate supervisor of the employee (the individual responsible for completing the performance evaluation or giving daily work instructions).

不满 -就申诉表格提出书面投诉，说明申索的性质, 支持该主张的事实, 所要求的救济.

听力 - A meeting of the parties to a grievance wherein a third party appointed by the Common-wealth's Office of Equal 就业 and Dispute Resolution responds to the grievance.

听证官 - Third party official appointed by the Commonwealth's Office of Equal 就业 and Dispute Resolution who conducts the grievance hearing session and renders a ruling on the grievance matter.

第二次被 -院长或主任.

第三步的 -副总裁或同等级别的高级管理人员.

书面通知 - Formal disciplinary documentation that is issued when counseling has failed to correct misconduct or performance problems or when an employee commits a more serious offense. 书面通知可能伴随着包括停职在内的其他行动, a 降级 or transfer with reduced responsibilities and disciplinary salary action, 调到不同工作领域的同等职位, 或终止. 书面通知s are organized into three groups according to the severity of the misconduct or behavior.

This policy applies to all non-probationary classified employees subject to the provisions of the 弗吉尼亚人事法.

的 University and the Commonwealth encour年龄 resolution of employee problems and complaints wherein employees can freely discuss their concerns with immediate supervisors and upper-man年龄ment levels. It is the policy of bet8体育娱乐入口 to support employees and man年龄ment in the fair and prompt resolution of complaints arising in the workplace by properly administering the 机密的员工 不满 Policy and Procedure.

当员工无法非正式地解决投诉时, he/she can file a formal grievance in accordance with the Commonwealth's Office of Equal 就业 and Dispute Resolution 不满 Procedure Manual.

1. 申诉应是雇员与雇佣有关的投诉或争议. 并不是所有的申诉都要进行听证. 只有对某些行为提出质疑的不满才有资格举行听证会.

   1. 行动, 自动 有资格

      1. 正式纪律处分(书面通知)

      2. 因表现不佳而被解雇

   2. 行动, 可能有资格

      申诉应符合聆讯的条件，如果(i)它声称, and (ii) the facts taken as a whole raise a sufficient question as to whether an adverse employment action has occurred as a result of one or more of the following:

      1. 不公平地应用或误用国家和机构的人事政策, 程序, 规则, 法规.

      2. 种族歧视基于种族的歧视, color, 宗教, 政治面貌, 年龄, 残疾, 国籍或性别;

      3. 武断或反复无常的业绩评价;

      4. 因参与申诉程序而受到报复, complying with any law or reporting a violation of such law to a governmental authority, 试图在国会或大会面前修改任何法律, 报告欺诈事件, 滥用, 或者严重管理不善, or exercising any right otherwise protected by law; or

      5. 例如，非正式的纪律, 终止妊娠, 转移, 作业, 降职, and suspensions that are not accompanied by formal discipline (a 书面通知) but are taken primarily for disciplinary reasons.

   3. 行动, 不 有资格

      仅涉及以下问题的索赔不符合听证条件:

      1. Establishment or revision of w年龄s, salaries, position classifications, or general benefits;

      2. Contents of statutes, ordinances, personnel policies, 程序, 规则, 法规;

      3. 进行工作活动的手段、方法和人员;

      4. 员工的聘用、晋升、调动、分配和保留;

      5. 终止, 裁员, 降级, 或因缺乏工作而被停职, 劳动力减少, 或者废除工作;

      6. Work activity accepted by an employee as a condition of employment or which reasonably may be expected to be a part of the content of the job;

      7. Relief of employees from duties in emergencies; or

      8. 例如，非正式的监督行动, 中期评估, counseling memoranda (including "Formal (Written) 咨询" under the Standards of Conduct), 口头谴责.

      该索赔挑战F项下的诉讼的事实.1.c. 不排除它的资格，如果它符合F.1.b.

      An employee's grievance must be presented to man年龄ment within 30 calendar days of the date the employee knew or should have known of the man年龄ment action or omission being grieved.

2. 申诉程序包括四个层次:

   1. Man年龄ment Resolution Steps - bet8体育娱乐入口 has designated the following man年龄ment step respondents:

      1. 第一解决步骤-直接主管

      2. 第二决议步骤-院长或主任

      3. 第三决议步骤-副总裁或同等级别的高级管理人员

   2. Qualification for a 听力 - Qualification is determined by the 总统 based upon guidelines provided in the 不满 Procedure Manual.

   3. 听力 - Conducted locally by a third party appointed by the Commonwealth's Office of Equal 就业 and Dispute Resolution.

   4. 审查 of 听力 Decisions - Administrative and judicial reviews are available to the grievant and the 年龄ncy and are described in the 不满 Procedure Manual.

3. 的 Commonwealth's Office of Equal 就业 and Dispute Resolution charges a flat-rate fee to an 年龄ncy for the services of the hearing 办公室r. 该费用由申诉者工作或工作过的ODU部门支付.

4. 完成与员工投诉相关的程序, 包括管理步骤的定义, 规定的行动时间表, the hearing and forms are available in the ODU Department of 人力资源 or from the Commonwealth's Office of Equal 就业 and Dispute Resolution.

不满 records are retained for five years after the process is closed and then destroyed in compliance with the Commonwealth's 记录保留 and Disposition Schedule (General 103, Series 100490).

人力资源总监，负责员工关系和战略计划

Commonwealth's Office of Equal 就业 and Dispute Resolution 不满 Procedure Manual