PERSONNEL PROCEDURES FOR UC IRVINE STAFF MEMBERS

A. References

Personnel Policies for Staff Members

Policy 12, Nondiscrimination in Employment
Policy 71, Resolution of Concerns - Managers and Senior Professionals, Salary Grades VIII and IX

B. Authority and Responsibility

Authority to take action under this policy rests with the Chancellor.

C. Guidelines

1. Prior to filing a written statement of concerns with the Chancellor, the appointee is expected to attempt to resolve such concerns with the immediate supervisor.
2. If attempts to resolve the concerns are unsuccessful, a formal written statement of concerns may be submitted to the Chancellor.
3. The Chancellor may take any actions deemed appropriate. Such actions may, but not necessarily will, include the following, or may consist of other actions:
   1. Appoint a person to investigate the concerns.
   2. Meet with the appointee who has submitted the concerns.
   3. Meet with the appointee's supervisor.

D. Procedure - Discrimination Complaints

1. The appointee files a written complaint with the Chancellor, with a copy to the Assistant Vice Chancellor, Human Resources.
2. The Chancellor appoints a factfinder, in consultation with the Assistant Vice Chancellor, Human Resources.
3. The factfinder reviews the facts of the case and provides a written report of the facts to the Chancellor.
4. The Chancellor takes such action as deemed appropriate.

E. Timelines

1. The appointee has 30 calendar days from the date on which the appointee knew, or reasonably should have known, of the event or action that gave rise to the concern, to file a statement of concern or a written complaint with the Chancellor.
2. The factfinder has three calendar days from the date of appointment to file a written report with the Chancellor.
3. The Assistant Vice Chancellor, Human Resources responds to any requests from the factfinder for extension of time.

F. Applicability

Managers and Senior Professionals in Salary Grades VIII and IX.