I. Purpose
A. Anne Arundel 社区 College (“College”) seeks to promote a harmonious working environment by encouraging cooperative, collegial and respectful relationships between and among employees and their 主管s but recognizes that legitimate problems and differences of opinions may arise in the scope of employment.
B. The College establishes this 员工申诉政策 (“Policy”) to ensure that employee complaints regarding working conditions, 纪律的行为, 或者涉嫌违反政策, 程序, rules, 的指导方针 or 规定 receive prompt and careful consideration and are resolved in an equitable, 一致的方式.
C. The College has established this Policy and the accompanying Procedures in order to provide an effective means of resolving grievances without the necessity of federal or state remedies; the College recognizes that Employees have the right to file complaints with various federal and state agencies.
II. 适用范围及适用性
A. 本政策适用于所有学院员工, 包括全职教师, staff, 管理员, and College officers; part-time faculty, staff, and 管理员; contractual employees; and temporary employees.
B. 本政策适用于学院员工提出的任何申诉, 包括警务人员, 定义如下.
C. 本政策不适用于任何指称针对警务人员的申诉, 定义如下, as such grievances are subject to the Maryland Police Accountability Act and related Public Safety Protocols, unless the Anne Arundel County Administrative Charging Board or Trial Board does not exercise jurisdiction over the grievance, 在这种情况下，本政策将适用.
D. 本政策不适用于例外情况部分所列事项.
E. 本政策不适用于志愿者.
F. 在某种程度上，学院手册与本政策相冲突, 本政策取代学院手册.
III. 定义
A. Employee means a person(s) who is currently employed by the College or was employed by the College at the time that the action that is the subject of Grievance occurred.
B. Grievance means a complaint by an Employee(s) regarding working conditions; 纪律的行为, up to and including involuntary terminations; alleged violations of policy, 程序, rules, 的指导方针, and/or 规定 that do not have a specific complaint resolution 过程; interpretation and application of general employment policies, 程序, rules, 的指导方针, and/or 规定 to specific Employees; or work-related disputes between an Employee(s) and the Employee’s 主管(s).
C. 申诉方指提出申诉的雇员.
D. Mediation is a process in which the Employees involved in a dispute use the assistance of a mediator to identify the disputed issues, 开发选项, 考虑选择, 并努力达成协议以解决争议.
E. 调解程序指员工申诉调解程序.
F. Police Officer means an individual who has been certified as a police officer by the Maryland Police and Corrections Training Commission, 包括特别警务人员, 被授权执行马里兰州的一般刑法, and is employed in the College’s Department of Public Safety and Police as a College Police Officer, 除了公共安全和警察局局长. Public Safety Officers do not fall within the definition of Police Officer for purposes of this Policy and the accompanying Procedures.
G. 禁止行为是指违反学校政策的行为, 程序, rules, 的指导方针, 规定, and/or the College Manual; improperly applies employee policies, 程序, rules, or 规定; creates an inappropriate working condition; or improperly disciplines an Employee.
H. Respondent means the College Employee(s) who is alleged in a Grievance to have committed a Prohibited Action.
I. 报复意味着恐吓, 威胁, 强迫, 骚扰, 造成身体伤害, 采取不合理的雇佣行为, or otherwise discriminating against an individual because the individual submits a Grievance or participates in the investigation of or decision about a Grievance, 包括作为证人或决策者.
IV. 不满
A. 任何员工都可以就任何可申诉的事项提出申诉，称为“申诉”, including working conditions; 纪律的行为, up to and including involuntary terminations; alleged violations of policy, 程序, rules, 的指导方针, and/or 规定 that do not have a specific complaint resolution 过程; interpretation and application of general employment policies, 程序, rules, and/or 规定 to specific Employees; or work-related disputes between an Employee(s) and the Employee’s 主管(s).
B. 在提出申诉之前, an Employee is encouraged to make every effort to resolve complaints informally through a discussion with the Respondent in accordance with the 员工申诉程序.
C. 雇员与被投诉人之间的非正式讨论不能解决问题, the Employee may request Mediation in accordance with the Mediation Procedure or file a Grievance using the formal grievance process set forth in the 员工申诉程序.
D. The Grievant may withdraw the Grievance at any step of the formal grievance process by submitting a written request in accordance with the 员工申诉程序.
V. 禁止报复
A. 任何员工的任何形式的报复(e).g., 讲座, 主管, or co-worker) against any other Employee under this Policy or the accompanying Procedures is prohibited.
B. 如果员工认为自己是报复的对象, the Employee may include the allegation in the Employee’s Grievance or file a separate Grievance under this Policy and the 员工申诉程序.
VI. 异常
A. The following are exempt from this Policy and the 员工申诉程序 and are not grievable issues:
1. 对员工进行绩效评估或发放绩效改进工具;
2. The content of published policy, 过程, rules, 的指导方针, and/or 规定 of the College;
3. An action terminating an interim or acting position and returning an Employee to the Employee’s previous position;
4. Matters which are subject to determination under any other established complaint resolution or appeal 过程 authorized in another College policy or 过程, including but not limited to College policies and 程序 regarding Equal Opportunity and Non-Discrimination, 第九条和不当性行为, 以及对终身教职或终身教职教职员工的重大制裁;
5. Decisions regarding the status of an employee during the probationary period and temporary employees (e.g.，是否给予正规状态);
6. 辞职;
7. 不续订雇佣合约;
8. Matters in which the Grievant has no direct interest or that primarily affects another Employee(s);
9. Interpersonal disputes between Employees that does not rise to the level of a violation of College policy, 过程, rules, 的指导方针, 和/或法规;
10. 薪酬及/或福利;
11. 根据州或联邦法律的豁免或非豁免地位;
12. 关于就业背景调查的结论;
13. 职位分类, 位置重新分类, 薪酬职系水平, 选区的会员, 岗位资格标准, 设立和取消分类, 以及职位的分类分配;
14. 工作描述;
15. 安排带薪行政假期;
16. Allegations against a Police Officer; and
17. 由相同的事实和情况引起的问题, 已经成为申诉对象的.
B. Application of this Policy and the 员工申诉程序 may be denied only where the matter presented is not a grievable issue or the matter was not timely filed, 根据员工申诉程序的解雇申诉部分. A matter is grievable if it meets the definition of Grievance and does not fall under the exceptions listed above.
C. While interpersonal disputes between Employees are not grievable and are not subject to the formal grievance process, an Employee may request Mediation in accordance with the Mediation Procedure to obtain assistance resolving interpersonal disputes.
政策的标题: 员工申诉政策
政策类别: 人力资源
政策的所有者: 总统
策略管理员: 人力资源执行董事
联系信息: 苏珊·波伊尔, slboyer1@basilinfracon.com, 410-777-2045
批准日期: 2023年10月10日
有效日期: 2023年10月16日
历史: 以前载于学院手册
适用于: 所有学院员工
相关政策: N/A
相关程序:
形式/指南: N/A
相关法律: