Confidential COT Handbook
Grievances and Monetary Compensation
CONFIDENTIAL AND SUPERVISORY CLERICAL STAFF PERSONNEL POLICIES
A. Definition. A grievance is defined as a disagreement concerning the interpretation and application of the Confidential and Supervisory Clerical staff personnel policies.
B. Statement of the Grievance. A staff member with a grievance shall first talk with the direct supervisor about the grievance. If this does not resolve the grievance, and the staff member wishes to proceed further, the staff member shall submit the grievance in writing to the direct supervisor and shall identify the provision which has been violated. The written grievance may also be sent to other persons having supervisory authority over the staff member. The staff member has ten (10) calendar days in which to have the discussion and submit the written grievance after learning of the incident upon which the grievance is based. The direct supervisor then has ten (10) calendar days in which to answer the grievance in writing. (If the grievance involves a termination, the staff member will go directly to the appeal step.)
C. Appeal. If the grievance is not resolved in the Statement of the Grievance step, and the staff member wishes to proceed further, the staff member has ten (10) calendar days to appeal the grievance to Human Resources. If the staff member is a member of Human Resources, they appeal the grievance to the Vice President for Finance and Administration. The Human Resources representative or Vice President has ten (10) calendar days after receipt of the appeal to hold a meeting with the staff member to discuss the grievance. The staff member has the right to include, if desired, a member of the Confidential and Supervisory Clerical staff group in this discussion. After the meeting is held, the Human Resources representative or Vice President will communicate an answer in writing, to the staff member within ten (10) calendar days. The decision and remedy resulting from the appeal step shall be considered final.
10. Monetary Compensation.
1. Basis for Pay. Staff members shall be paid in accordance with the Confidential and Supervisory Clerical Staff Compensation Schedule. A staff member's rate shall be determined based on the position title and the compensation range to which that position is assigned. The staff member's established rate of pay shall be used in determining overtime pay, lost time, group life insurance premiums and other benefits.
All compensation shall be based only on time worked or on the application of appropriate benefits. Bi-weekly pay is based on the normal hours a staff member is scheduled to work. An exception, such as, vacation, lost time, salary continuation and overtime must be reported via electronic mail to the Payroll Office with a copy to the supervisor. For approved overtime, a staff member shall be compensated at the rate of one and one-half his/her hourly rate for hours worked in excess for forty (40) hours per week.
2. Pay Adjustments. Advancement within the compensation classification range shall normally be scheduled annually, effective October 1.
3. Promotions. A promotion occurs any time a staff member moves to a higher classification. (The minimum rate of the compensation range shall be the factor which determines the higher classification.) A promotion shall normally be accompanied by an increase in salary.
4. Transfers. A transfer occurs any time a staff member moves to a position within the same classification range. A transfer normally shall not be accompanied by a salary increase.
5. Reassignment. Should a staff member voluntarily elect to move to a position within a lower compensation range, the staff member's salary will be reduced to reflect the decreased responsibilities. Should the University reassign a staff member to a position in a lower classification range, the staff member's salary shall be maintained for nine (9) months after which the staff member's salary shall be reduced to reflect the decreased responsibilities. In the event that a staff member is reassigned as a result of disciplinary action, the pay rate will be reduced immediately to the rate of the reassigned position.
Should a Confidential and Supervisory Clerical staff member elect to move to a position in another employee group, the conditions governing that employee group shall prevail.
6. Reclassification. When a staff member's job is reclassified to a new classification range, the staff member's salary shall be appropriately adjusted.
Page last modified July 14, 2009