Grievance Procedures

Complaints arising in the workplace should be resolved fairly and promptly.

In selecting a suitable alternative to resolve a workplace dispute, an employee may obtain information and guidance from the Department of Employment Dispute Resolution (EDR) and the Office of Human Resources at W&M. Most issues can be resolved through discussion. Other alternatives include mediation.

Mediation

One alternative for resolving disputes is the statewide mediation program run by EDR. Mediation is a voluntary process through which neutral third persons (mediators) assist people in conflict to explore their differences and develop their own solutions to their concerns. A decision to mediate a dispute does not prevent an employee from initiating a grievance later. Where parties have entered into an agreement to mediate, the time requirements of the grievance procedure may be extended by mutual agreement.

Initiating a Grievance

An employee must initiate a grievance on a fully completed Form A Grievance (pdf). The "Form A" must state the claim, the facts in support of the claim and the relief requested. As a general rule, an employee must initiate a grievance with the first-step respondent, who is usually his/her immediate supervisor. A grievance can be initiated with someone other than the immediate supervisor. Please refer to the Grievance Procedure Manual (pdf), Section 2.5 for further information.

NOTE: The employee is responsible for having the grievance delivered to the proper person or office within five workdays.

Supervisors must notify the Employee Relations Manager immediately upon receipt of a grievance at any stage of the grievance procedure.

Need Help?

Contact Lynn Riggs, Director Employment and Employee Relations, at 757-221-3153