Lesson: 11361 Title: Grievance Process

Process: Grievance Process

Objective: Record, track, and document resolution of a grievance.

Track Labor Relations
1.1.3.6.1 Grievance Process
Roles	Transaction	Approval Workflow	Deny Workflow
*Employee	Employee completes Grievance form Receive email notification of hearing schedule Receive email notification with final resolution
Employee Representative	Receive email notification about the Grievance Receive email notification with final resolution
Employee Relations Office or Office of Fair Practice Analyst	Receive Grievance documentation Approve or Deny the Grievance request Update the Grievance with steps and schedule a hearing Update Grievance with final resolution	Approve Grievance request and record in the system	Deny Grievance and send back to the Employee
Administrative Official	Receive email notification about the Grievance Receive email notification with final resolution
Administrative Official Representative	Receive email notification about the Grievance Receive email notification with final resolution
Hearing Officer	Receive email notification about the Grievance
Class and Salary Manager/ Analyst	Receive email notification with final resolution If the resolution affects the employees record, update Employee compensation
Employee Services Manager/ Analyst	Receive email notification with final resolution If the resolution affects the employees record, Update Job Information
Payroll Admin	Receive email notification with final resolution If the resolution affects the employees record, Calculate retroactive payment
Inputs:	Employee Grievance Request form
Outputs:	Update to Final Grievance Resolution
* Initiates process

Process Details

Employee completes the Grievance form and receives an email notification of the hearing schedule and the final resolution.

Employee Representative receives an email notification about the Grievance and final resolution.

Employee Relations Office or Office of Fair Practice Analyst receive the Employees Grievance request to approve or deny. If the request is denied, it is sent back to the Employee. If the request is approved, the Grievance information is recorded in the system with steps and a scheduled hearing.

Administrative Official receives an email notification about the Grievance and final resolution.

Administrative Official Representative receives an email notification about the Grievance and final resolution.

Hearing Officer receives an email notification about the Grievance.

Class and Salary Manager/Analyst receive a notification with the final resolution, then updates the Employee Compensation with a Pay rate change.

Employee Services Manager/ Analyst receive a notification with the final resolution, then updates the job information.

Payroll Admin receives a notification with the final resolution, then calculates retroactive payments.

Process Exceptions and Errors: TBD (here we include any errors users may encounter)

Knowledge and Skill Level: Each role has a certain level of responsibility in the process. Employees should aim at understanding the processes per their role and become skillful in applying their knowledge to complete transactions efficiently and with minimal errors. To guide you in understanding what your level of knowledge and skill to aim for based on your role refer to the table below. Also, below, is a table with descriptions for each level.

Position Management	1 = Fundamental
	2 = Intermediate
Grievance Process	3 = Comprehensive
Roles	Knowledge and Skill Level
Employee	1
Employee Representative	1
Employee Relations Officer or Office of Fair Practice Analyst	2
Administrative Official	2
Administrative Official Representative	1
Hearing Officer	1
Class and Salary Manager/ Analyst	1
Employee Services Manager/ Analyst	3
Payroll Admin	2

Level	Description
1	Fundamental – high-level understanding of process, basic ability to do tasks in CONNECT with some or no support, and may refer to a liaison for assistance.
2	Intermediate – full understanding of their individual role functions within a process and is proficient enough to operate effectively under minimal assistance. Has understanding of previous process tasks performed and the impact downstream.
3	Comprehensive – full understanding of process, related roles, activities and tasks performed to complete the process. Comprehensive ability of role functions within the process with no assistance. Ability to perform other tasks related to other roles within the process.