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University of Iowa Committee on Human Rights policies, 1958-1986

1971-07-21 Regents, Board of Page 71

71    REGENTS,BOARD OF 

The appeal will be signed and dated by the employee and will be directed to the merit system coordinator. who will arrange for a hearing before the appeals board. The appeals board will inform both parties in writing of its decision within forty five days after the appeal is filed with the merit system coordinator. 

A written grievance will contain a brief description of the complaint or dispute and the pertinent circumstances and dates of occurrence. It will specify the institutional or merit system rule which has allegedly been violated and will state the corrective action desired by the employee. 

At each step of the grievance procedure, the employee may be represented by one of two persons of his choosing. The name of such representatives will be noted on the written grievance and on each subsequent appeal. Presentations, reviews, investigations and hearings held under his procedure may be conducted during working hours, and employees who participate in such meetings will not suffer loss of pay as a result thereof. 

If an employee does not appeal a decision rendered at any step of this procedure within the time prescribed by these rules, the decision will become final. If an institutional representative does not reply to an employee's grievance or appeal within the prescribed time, the employee may proceed to the next step. With the consent of both parties, any of the time limits prescribed in these rules may be extended. 

10.3(1) institutional grievance procedure. An institution may develop a grievance procedure for all or a segment of its employees that varies from the procedure prescribed in paragraph 10.3 provided that such a procedure begins with discussion between an employee and his immediate supervisor and provides for a final hearing in accordance with Step 5 of the grievance procedure prescribed herein. Such an institutional procedure will incorporate all the rights provided employees in this chapter, will be made known to the employees to whom it applies, and must be approved by the merit system coordinator. In the absence of an approved institutional procedure, 10.3 (19A) will apply.

10.3(2) Appeals board. The board of regents will appoint for three year terms (except for the initial appointments which may vary in duration) at least five persons who will be available to serve as members of an appeals board. Such persons will be knowledgeable in the field of employee relations or a related field and will have demonstrated their ability to make sound, impartial and objective judgments. 
Appointments will be made on a non-partisan basis, and the names of persons so appointed will make up a list from which three will be selected to hear a dispute appealed to the last step of a the grievance procedure and render a decision thereon subject only to review by the courts. 
While all members of the appeals board will function in an impartial manner, they will be selected one by each of the parties to the dispute; the two members so selected will, by mutual agreement or by alternately striking names from the list, select the third member. 
The members of the appeals board will elect on of their number to serve as chairman. The chairman will establish procedures for the conduct of the hearing in a fair and informal manner that will afford each party reasonable and ample opportunity to present his case and to rebut the presentation of the other. The chairman will be responsible for presenting the decision of the appeals board to the involved parties and to the board of regents within the prescribed time. 

[Effective January 1, 1972]

REGENTS BOARD OF
(continued0

Pursuant to the authority of chapter 262 of the Code the following rules are adopted.
[Filed July 13, 1971] 

CHAPTER 11
VACATIONS AND LEAVES OF ABSENCE

11.1(19A) Attendance. Employing departments will establish work schedules and other regulations regarding attendance that they deem necessary in accordance with these rules and the policy and rules of their institution and such sched-

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71 REGENTS,BOARD OF The appeal will be signed and dated by the employee and will be directed to the merit system coordinator. who will arrange for a hearing before the appeals board. The appeals board will inform both parties in writing of its decision within forty five days after the appeal is filed with the merit system coordinator. A written grievance will contain a brief description of the complaint or dispute and the pertinent circumstances and dates of occurrence. It will specify the institutional or merit system rule which has allegedly been violated and will state the corrective action desired by the employee. At each step of the grievance procedure, the employee may be represented by one of two persons of his choosing. The name of such representatives will be noted on the written grievance and on each subsequent appeal. Presentations, reviews, investigations and hearings held under his procedure may be conducted during working hours, and employees who participate in such meetings will not suffer loss of pay as a result thereof. If an employee does not appeal a decision rendered at any step of this procedure within the time prescribed by these rules, the decision will become final. If an institutional representative does not reply to an employee's grievance or appeal within the prescribed time, the employee may proceed to the next step. With the consent of both parties, any of the time limits prescribed in these rules may be extended. 10.3(1) institutional grievance procedure. An institution may develop a grievance procedure for all or a segment of its employees that varies from the procedure prescribed in paragraph 10.3 provided that such a procedure begins with discussion between an employee and his immediate supervisor and provides for a final hearing in accordance with Step 5 of the grievance procedure prescribed herein. Such an institutional procedure will incorporate all the rights provided employees in this chapter, will be made known to the employees to whom it applies, and must be approved by the merit system coordinator. In the absence of an approved institutional procedure, 10.3 (19A) will apply. 10.3(2) Appeals board. The board of regents will appoint for three year terms (except for the initial appointments which may vary in duration) at least five persons who will be available to serve as members of an appeals board. Such persons will be knowledgeable in the field of employee relations or a related field and will have demonstrated their ability to make sound, impartial and objective judgments. Appointments will be made on a non-partisan basis, and the names of persons so appointed will make up a list from which three will be selected to hear a dispute appealed to the last step of a the grievance procedure and render a decision thereon subject only to review by the courts. While all members of the appeals board will function in an impartial manner, they will be selected one by each of the parties to the dispute; the two members so selected will, by mutual agreement or by alternately striking names from the list, select the third member. The members of the appeals board will elect on of their number to serve as chairman. The chairman will establish procedures for the conduct of the hearing in a fair and informal manner that will afford each party reasonable and ample opportunity to present his case and to rebut the presentation of the other. The chairman will be responsible for presenting the decision of the appeals board to the involved parties and to the board of regents within the prescribed time. [Effective January 1, 1972] REGENTS BOARD OF (continued0 Pursuant to the authority of chapter 262 of the Code the following rules are adopted. [Filed July 13, 1971] CHAPTER 11 VACATIONS AND LEAVES OF ABSENCE 11.1(19A) Attendance. Employing departments will establish work schedules and other regulations regarding attendance that they deem necessary in accordance with these rules and the policy and rules of their institution and such sched-