FILE: GAE
GRIEVANCES
The Board is committed to the task of maintaining the highest possible level of professional relations among members of the staff of the school district and of maintaining good morale among employees. Grievances and problems, which may arise from time to time, should be resolved at the lowest possible level that provides equitable and satisfactory solutions. The goal is to encourage the best possible relations among employees and to enhance morale. Persons who may become concerned in grievance matters are urged to work together constructively in a sincere effort to resolve their disagreements.
Definitions
· Grievance - A "grievance" is a complaint by an employee based upon an alleged violation, misinterpretation or inequitable application of any published policy, rule or regulation of the school system. The term "grievance" should not apply to any matter in which the method of review is prescribed by law. "Grievances" are objections to a specific act or condition. Dismissals, terminations, transfers and any other procedures already established by law, as well as performance appraisals, including assessments, observations and evaluations, are not subject to the grievance procedures herein described.
· Employee - The term "employee" is considered to apply to anyone employed on a full-time or part-time basis by the Board, with the exception of the Superintendent.
· Supervisor - This term refers to that individual assigned to direct the work efforts of a person or group of persons within an organizational element and who has both the authority over and responsibility for management in respect to the functions of a defined organizational element. In a school, the principal would be the supervisor unless the job description states otherwise.
· Organizational Element - The term "organizational element" is any identifiable segment of the system that is clearly under the supervision of a single individual. (This would include a school, a center and any support function.)
· Representative - The term "representative" refers to any person chosen, if desired, by the aggrieved party to serve as the liaison supervisor.
Procedure
Grievances shall be processed as rapidly as possible. The number of days stated at each level shall be considered as a maximum, and every effort should be made to expedite the process. However, when mutually agreed upon, the time limit may be extended.
Informal Steps
· The most desirable method of improving differences is for the aggrieved employee to discuss the matter with his/her immediate supervisor and reach an amiable solution without resorting to the written grievance procedure. As a first step the aggrieved employee shall discuss or put in writing the matter with his/her immediate supervisor.
· The employee may then present the problem to a "representative" and ask the "representative" to discuss the problem with the supervisor of the employee having the grievance; or
· The employee may ask the "representative" to accompany him/her in a discussion with the supervisor.
Written Initiation - If it becomes necessary to file, the nature of the grievance situation determines the limitations on filing as described below:
· One who has a grievance must file it in writing, using the standard grievance report form, within fifteen (15) school days of the most recent incident or episode if the grievance arises from cumulative or continuing conditions.
· When the grievance arises from a specific event or incident, however, it must be presented within ten (10) school days from the date of the event or incident-giving rise to the grievance. The written report will state the exact nature of the grievance, the corrective or remedial action sought, and specific identification of any individuals who have information pertinent to the issues, and is to be submitted to the supervisor for resolution. The aggrieved employee may elect to use a "representative" in presenting the official grievance to the employee’s supervisor.
· Within ten (10) school days of the receipt of the written grievance report, the supervisor shall meet with the aggrieved employee who may be accompanied by a representative and then file a written answer.
· If the supervisor’s written answer is unsatisfactory to the aggrieved employee, the grievance may then be referred to the Superintendent or designee. This must be done in five (5) school days from the receipt of the answer from the supervisor. The Superintendent or designee shall then schedule a hearing with the aggrieved, the representative and other appropriate employees of the school system. The Superintendent or designee shall provide a written answer to the aggrieved employee. The total elapsed time between receipt of the grievance by the Superintendent or designee and the providing of a written answer is not to exceed ten (10) school days.
· If the decision made by the Superintendent or designee is unsatisfactory to the aggrieved employee, the grievance may then be referred to the Board . This must be done within five (5) school days after receipt of the Superintendent’s decision. The Board will consider the grievance at a meeting as soon as practicable, and the Board shall render a final written decision as expeditiously as possible.
ADOPTED: August 13, 2002
LEGAL REF: Code of Alabama 16-11-9; 16-12-3