Policies

Stanly Community College is committed to the employee's right to seek remedy for a grievance.  A grievance is an employee allegation that a work-related problem or condition is inequitable, offensive, and/or a hindrance to effective job performance. Therefore, any employee, excluding those in conditional or temporary part-time contracts, may utilize the College’s grievance process.  Preference is to be given to the informal resolution of all employee problems.  Procedures to resolve grievances shall follow the organizational lines through the supervisor and the appropriate Vice President to the President.

It is the policy of Stanly Community College to provide an educational and working environment free from sexual and other unlawful harassment, discrimination, and retaliation.[1] Harassment, discrimination, or retaliation against an employee or student on the basis of race, color, religion, creed, gender, national or ethnic origin, age, disability, veteran or active military status, genetic characteristics, or any other category protected by law is strictly prohibited and will not be tolerated of anyone associated with the College (including but not limited to members of the Board of Trustees, College administration, faculty and staff, and students) either at a campus facility or college-sponsored event. The scope of this policy also extends to visitors, vendors, and/or contractors while on campus property.

This procedure does not apply to matters associated with progressive discipline actions, dismissal, reduction in force, non-renewal, or other matters of employment status as these are covered under other policies and procedures.

Step One        

An employee who has a problem or complaint about his/her job or something that affects the job should discuss it with his/her supervisor.  If the issue is not resolved to the employee's satisfaction at this level, or if the complaint is of such a nature that the employee is unable to discuss it comfortably with the supervisor, the employee may go to the next level supervisor/administrator or the Director of Human Resources. Supervisors are encouraged to document the oral grievance for their own files by noting the complaint, circumstances discussed, and the resolution offered. If the President is the one whom the grievance is against, then the supervisor should refer the grievant to the Director of Human Resources for resolution by the Board of Trustees.

Employee Grievance Contact:

          Lori Poplin, Director of Human Resources

          Office Location: 111C Eddins Building

          Telephone: (704) 991-0116

          Email: lpoplin0217@stanly.edu

          Mailing Address: Stanly Community College, 141 College Drive, Albemarle, NC 28001

Step Two

If the grievance is not resolved during Step One above, the employee may file a written grievance with the next level supervisor/administrator within five (5) working days following the immediate supervisor's oral response to the grievance.  Employees must provide a specific statement of the grievance, indicate what reasonable solution he/she believes will remedy the grievance, and detail their disagreement with any solution that has thus far been proposed. Any documents that relate to the substance of the grievance or facilitate its understanding should be attached to the grievance form.  The supervisor will respond to the written grievance in writing within five (5) working days of receiving it.  The supervisor will forward a copy of all written correspondence related to the grievance to the Director of Human Resources. 

Step Three

If the grievance is not resolved during Step Two and intervening levels of supervision exist before the level of Vice President is reached, procedures in Step Two may be repeated as necessary to follow the chain of supervision. Each level of supervisory response will be returned to the employee in writing and copies submitted to the Director of Human Resources. 

Step Four

If the grievance is not resolved at all lower levels, the employee may file a written grievance with the appropriate Vice President within five (5) working days following the previous supervisor's written response to the grievance.  Employees must provide a specific statement of the grievance, indicate what reasonable solution he/she believes will remedy the grievance, and detail their disagreement with any solution that has thus far been proposed. Any documents originally provided that relate to the substance of the grievance or facilitate its understanding should be attached to the grievance form.  The Vice President will respond to the written grievance in writing within five (5) working days of receiving it and copies will be submitted to the Director of Human Resources. The Vice President’s decision is final.

Appeal

If the decision of the Vice President is found to have policy/procedural errors or if the employee is able to provide additional information unavailable at the time of the grievance submission, the employee may file a written appeal with the President within five (5) working days following the Vice President's written response to the grievance.  Employees must provide a specific statement of the appeal, indicate what policy/procedural errors have occurred or new information unavailable at the time of the grievance submission, and detail their disagreement with any solution that has thus far been proposed. Any documents originally provided that relate to the substance of the grievance or facilitate its understanding should be attached to the grievance form.  The President will respond to the written appeal in writing within five (5) working days of receiving it and copies will be submitted to the Director of Human Resources.  The President will render the final decision for the College and the grievance process ends.                       

Stanly Community College  ©2018

[1] This policy and procedures are governed by Volume 42 of the United States Code, beginning at section 2000a (Title II), section 20000d (Title VI), and section 2000e (Title VII) of the Civil Rights Act of 1964 (Pub. L. 88-352), and Section 504 of the 1973 Rehabilitation Act.