4.4.3 Employee Complaint Resolution

Approved: December, 2010
Revised: February 3, 2015
Last Reviewed: February 3, 2015
Scope: Faculty and Staff
Contact: Director of Human Resources
References: SBTCSG Policy 4.4.3, SBTCSG Procedure 4.4.3p

Lanier Technical College is committed to providing the best possible working conditions for our employees. We expect standards of professional behavior that exceed what is minimally required, and we encourage open and frank discussions of any problem, complaint, suggestion, or question.

If the employee has a concern or complaint about working conditions or employment, he or she should first seek resolution through open and honest communication with the supervisor or employee involved in the issue. If this attempt is not successful or plausible, the employee may file a complaint, which shall be resolved as set forth in the SBTCSG Employee Complaint Resolution procedure. Employees in the classified service may follow the "Procedure For Grievances" established by the State Merit System and the State Personnel Board. The procedure does not compromise the rights of management to direct the workforce in accomplishing department directives.

Retaliation in any form against an employee who filed a complaint or grievance is prohibited and will subject the offender to disciplinary action, up to and including termination. In many instances, it is also a violation of state and federal law. An employee who initiates a fraudulent or bad faith claim or charge shall also be subject to disciplinary action, up to and including termination.

Grievable Issues:

Grievable Issues are:

Allegations of unlawful discrimination because of race, color, creed, national or ethnic origin, gender, religion, disability, age, political affiliation or belief, disabled veteran, veteran of the Vietnam Era, or citizenship status (except in those special circumstances permitted or mandated by law).
Allegations of sexual or other forms of harassment
Retaliation for using this grievance procedure
Erroneous, arbitrary or capricious interpretation or application of personnel policies and procedures
Unsafe or unhealthy working conditions
Violation of faculty rights of academic freedom

Non-Grievable Issues:

Non-grievable issues include but are not limited to the following:

Performance responsibilities, expectations, and evaluations
Temporary work assignments
Budget and organizational structure, including the number or assignments of positions in any organizational unit
The selection of an individual to fill a position, unless it is alleged that the selection is in violation of TCSG's hiring policy
Termination, demotion, reassignment, furlough, layoff from duties because of lack of work, or other actions resulting from a reduction in the work force