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Grievances (Other than Diversity, Merit, Promotion, Tenure)

Grievances (Other than Diversity, Merit, Promotion, Tenure)

Authority: 
Business Affairs
Date enacted or revised: 
n/a
In F/S Handbook: 
yes

Faculty

Whenever possible, faculty members should seek to resolve their concerns or complaints through informal communication among colleagues working together in the academic community. Accordingly, a faculty member who has a concern or complaint is encouraged to take it to his or her immediate supervisor in the normal collegial spirit of problem-solving. Further, the faculty member might seek mediation through the offices of the appropriate Dean and then the next supervisory level on to the highest administrative level in the employee's division before going to the Faculty Senate Executive Committee, acting as the Faculty Appeals Committee. However, such informal resolution is not always possible. Therefore, McNeese State University has established the following procedures to provide its faculty a means to address and resolve grievances as fairly as possible.

A faculty member who is unsatisfied after seeking redress through regular administrative and supervision channels of any grievance not involving merit, tenure, promotion, or those covered by the Diversity Awareness Policy may petition the Faculty Senate Executive Committee, acting as the Faculty Appeals Committee. The petition must detail the nature of the grievance and against whom it is directed and contain all data the petitioner deems pertinent to his/her case. The Committee may decide that the facts merit a detailed investigation; however, it will not automatically order this for every petition, but may seek a settlement satisfactory to the parties involved. The Committee's decisions on investigation, settlement, and disposition of cases are reported to the President, the person, if any, against whom the grievance is lodged, and the petitioner and those involved may appeal this decision to the President.

An employee must exhaust all administrative procedures at the institutional level before an appeal can be made to the Board.

Unclassified, Non-Faculty Employee

Whenever possible, unclassified, non-faculty employees should seek to resolve their concerns or complaints through informal communication among colleagues working together in the academic community. Accordingly, an unclassified, non-faculty member who has a concern or complaint is encouraged to take it to his or her immediate supervisor in the normal collegial spirit of problem-solving. Further, the unclassified, non-faculty member might seek mediation through the offices of the appropriate supervisor and then the next supervisory level on to the highest administrative level in the employee's division before going to a special appeals committee. However, such informal resolution is not always possible. Therefore, McNeese State University has established the following procedures to provide its unclassified, non-faculty a means to address and resolve grievances as fairly as possible.

An unclassified, non-faculty employee who is dissatisfied, after seeking redress of a grievance (other than those covered by the Diversity Awareness Policy) through regular administrative and supervisory channels, may request the appointment of a special appeals committee. This committee will be comprised of three unclassified employees, one of whom may be chosen by the employee making the appeal. Otherwise, membership of the committee will be chosen by the appropriate Vice President.

The petition submitted by the employee making the appeal must provide details of the nature of the grievance and against whom it is directed and contain all data the petitioner deems pertinent to the case. The committee may decide that the facts merit a detailed investigation; however, it will not automatically order this for every petition, but may seek a settlement satisfactory to the parties involved. The committee's decisions on investigation, settlement, and disposition of the case will be reported to the President, the person against whom the grievance is lodged, and the petitioner. Those involved may appeal the committee's decision to the President.

An employee must exhaust all administrative procedures at the institutional level before an appeal can be made to the Board.

Board Review Process

If an employee makes an appeal to the Board, the administrative proceedings from the institution will be reviewed. The purpose of the review is to determine if an appropriate process has been provided to the grievant, not to review particular outcomes. Following this review, the grievant will be notified of the Board's decision.

The Board may grant the grievant a hearing and provide a fixed time for each party to present his/her case and all arguments shall be confined to the record of the administrative proceedings from the institution. However, after the review of the administrative proceedings from the institution, the Board may allow additional evidence to be presented. The Board will notify both parties of the type of additional evidence it seeks and the procedure to be used in its presentation.