80.0 PROBLEM RESOLUTION

INTRODUCTION

AUS is committed to providing the best possible working conditions for its employees. Part of this commitment is encouraging an open and frank atmosphere in which any work related problem, complaint, suggestion, or question is answered quickly and accurately by AUS supervisors or management. To fulfill this commitment, the following policy has been established:

• AUS will endeavor to ensure fair and honest treatment of all employees. Supervisors, managers, and employees are all expected to treat each other with mutual respect.
• 
  Each employee has the right to express his/her views concerning policies or practices to management in a business like manner, without (fear of) retaliation. Employees are encouraged to offer positive and constructive criticism.
• 
  Each employee is expected to follow established rules of conduct, policies, and practices. Should an employee disagree with the application of a policy or practice, the employee can express his or her disagreement through AUS’ problem solving procedure.
• 
  No employee shall be penalized, formally or informally, for voicing a disagreement with AUS in a reasonable, business like manner, or for using the problem solving procedure.

PURPOSE

Maintain a productive work environment through the prompt resolution of disputes in the workplace while ensuring the fair treatment of all employees.

SCOPE

All employees.

PROCEDURES

It is recognized that occasions or events may occur when an employee believes that a condition of employment or a decision affecting him/her is unjust or inequitable. In these situations, the employee is encouraged to make use of the following procedural steps. The employee may terminate the procedure at any step.

STEP 1

The employee presents the problem to his or her immediate supervisor within a reasonable period (30 working days or less) of the incident. If his or her supervisor, manager or department head is personally involved, he/ may begin with Step 3.

· Continuation of Step1

The immediate supervisor must respond during the initial discussion or within seven working days of notification of the incident. The supervisor consults with appropriate management, when necessary. He/she will immediately notify HRSD, if the problem is discrimination or harassment. The supervisor will document the discussion for the record.

STEP 2

If the problem is not resolved to the employee’s satisfaction within ten working days, by the supervisor he or she may presents the problem to the department head.

· Continuation of Step 2

The department head responds during discussion or within seven working days. The department head consults with appropriate management, if necessary. He/she will immediately notify HRSE, if the problem is discrimination or harassment. The department head will document the discussion for the record.

STEP 3

If the problem is still not resolved to the employee’s satisfaction, he/she may present the problem to an Human resource officer. The Human resource officer will investigate the matter including speaking with the supervisor, manager, other employees or anyone familiar with the incident. The Human resource officer attempts to mediate the matter and bring a resolution.

STEP 4

As a final step, if the matter is still not resolved to the employee’s satisfaction, he/she can request a review and decision by the appropriate vice chancellor. The human resource officer will frame the issue to be reviewed, and provide the results of the mediation/investigation before the appropriate vice chancellor schedules an audience with the employee and renders a final and binding decision.