University Policy 6602

Code of Virginia Section 23.1-1301, as amended，授予访问委员会制定有关该机构的规则和政策的权力. Section 6.01(a)(6) of the Board of Visitors Bylaws 授权校长执行董事会与大学运作有关的政策及程序.

The Virginia Personnel Act, Code of Virginia Section 2.2-2900 et. seq., as amended, 具体规定机构首长应为其各自机构的任命当局，并应在其机构内制定人事管理方法.

Commonwealth of Virginia Office of Equal Employment and Dispute Resolution

Commonwealth's Department of Human Resource Management Policy 1.60, Standards of Conduct

Adverse Employment Action - Any employment action resulting in an adverse effect on the terms, conditions, or benefits of employment.

Agency Head - The head of the state agency. At Old Dominion University, this is the President.

Arbitrary or Capricious - In disregard of the facts or without a reasoned basis.

Classified Employee - A salaried employee whose terms and conditions of employment are subject to the Virginia Personnel Act, Code of Virginia Section 2.2-2900 et seq., as amended, and who is employed in a classified position.

First-Step Respondent -员工的直接主管(负责完成绩效评估或给予日常工作指导的个人).

Grievance - Written complaint on the Grievance Form stating the nature of the claim, the facts in support of the claim, and the relief requested.

Hearing -申诉双方的会议，由英联邦平等就业和争端解决办公室指定的第三方对申诉作出回应.

Hearing Officer -由联邦平等就业和争端解决办公室任命的第三方官员，负责主持申诉听证会并就申诉事项作出裁决.

Second-Step Respondent - The Dean or Director.

Third-Step Respondent - The Vice President or comparable senior administrator.

Written Notice -当咨询未能纠正不当行为或绩效问题，或当员工犯下更严重的罪行时，签发的正式纪律文件. A Written Notice may be accompanied by additional actions including suspension, a demotion or transfer with reduced responsibilities and disciplinary salary action, a transfer to an equivalent position in a different work area, or termination. 书面通知根据不当行为或行为的严重程度分为三组.

本政策适用于所有非试用的机密雇员 Virginia Personnel Act.

大学和英联邦鼓励解决员工问题和投诉，员工可以自由地与直接主管和上层管理人员讨论他们的担忧. Old Dominion University的政策是支持员工和管理层公平、及时地解决工作场所出现的投诉，并适当地执行分类员工申诉政策和程序.

When an employee is unable to resolve a complaint informally, 他/她可以根据联邦平等就业和争议解决申诉程序手册提出正式申诉.

1. A grievance shall be a complaint or dispute of an employee relating to employment. Not all grievances proceed to a hearing. Only grievances that challenge certain actions qualify for a hearing.

   1. Actions that automatically qualify

      1. Formal discipline (a Written Notice)

      2. Dismissal for unsatisfactory performance

   2. Actions that may qualify

      The grievance should qualify for a hearing if (i) it claims, (ii)作为一个整体的事实提出了一个足够的问题，即不利的雇佣行动是否由于以下一项或多项而发生:

      1. Unfair application or misapplication of state and agency personnel policies, procedures, rules, and regulations.

      2. Discrimination on the basis of race, color, religion, political affiliation, age, disability, national origin or sex;

      3. Arbitrary or capricious performance evaluation;

      4. Retaliation for participating in the grievance process, 守法的:遵守法律或向政府当局报告违反法律的行为, seeking to change any law before Congress or the General Assembly, reporting an incidence of fraud, abuse, or gross mismanagement, or exercising any right otherwise protected by law; or

      5. Informal discipline - for example, terminations, transfers, assignments, demotions, 以及没有正式纪律处分(书面通知)，但主要是出于纪律原因而采取的停学.

   3. Actions that do not qualify

      Claims that relate solely to the following issues do not qualify for a hearing:

      1. 工资、薪金、职位分类或一般福利的制定或修订;

      2. 法规、条例、人事政策、程序、规章制度的内容;

      3. Means, methods, and personnel by which work activities are undertaken;

      4. Hiring, promotion, transfer, assignment and retention of employees;

      5. Termination, layoff, demotion, or suspension from duties because of lack of work, reduction in workforce, or job abolition;

      6. 雇员接受作为受雇条件的工作活动，或可合理预期为工作内容的一部分的工作活动;

      7. Relief of employees from duties in emergencies; or

      8. Informal supervisory actions - for example, interim evaluations, 咨询备忘录(包括行为准则下的“正式(书面)咨询”), and oral reprimands.

      The fact that the claim challenges an action under F.1.c. does not preclude it from qualifying if it would otherwise qualify under F.1.b.

      雇员的申诉必须在雇员知道或应该知道被申诉的管理行为或疏忽之日起30个日历日内向管理层提出.

2. The grievance procedure consists of four levels:

   1. 管理解决步骤-bet8体育娱乐入口指定了以下管理步骤受访者:

      1. First Resolution Step - Immediate supervisor

      2. Second Resolution Step - Dean or Director

      3. Third Resolution Step - Vice President or comparable senior administrator

   2. 听证资格-听证资格由院长根据申诉程序手册中提供的指导方针决定.

   3. 听证会-由联邦平等就业和争端解决办公室指定的第三方在当地进行.

   4. 对听证决定的复审-申诉人和机构均可进行行政和司法复审，并在《bet8九州登录入口》中作了说明.

3. 联邦平等就业和争端解决办公室向听证官的服务机构收取固定费率的费用. This fee is paid by the ODU department where the grievant works or worked.

4. Complete procedures concerning the classified employee grievance process, including definitions of the management steps, prescribed timeframes for action, 听证会和表格可在ODU人力资源部或联邦平等就业和争端解决办公室获得.

投诉记录在流程结束后保留5年，然后按照法律销毁 联邦记录保留和处置时间表(通用103，系列100490).

Director of Human Resources for Employee Relations and Strategic Initiatives

联邦平等就业和争议解决申诉程序手册办公室