Handbook of Operating Procedures

I. POLICY AND GENERAL STATEMENT

The University of Texas Health Science Center at Houston (“university”) encourages fair, efficient and equitable solutions for problems arising out of the employment relationship. The university strongly recommends that individuals experiencing problems attempt to resolve them informally before exercising the grievance process. Employees should discuss the concerns openly with the individual with whom the problem exists.

在将雇员与大学分离后，争议解决和申诉程序结束了。

A. SCOPE

All classified, management administrative and professional (A&P), and general A&P employees are covered by this policy, including those who are within their probationary period, and those with temporary and casual appointments. Faculty members (including those holding an academic administrative and professional position) should consultHOOP 127, Faculty Grievances。博士后研究员应咨询HOOP 123, Grievances: Postdoctoral Research Fellows。

This policy covers complaints concerning wages, hours of work, working conditions, performance evaluations, merit raises, job assignments, reprimands, or the interpretation or application of a rule, regulation, or policy.

该政策不适用于员工对无工资，降级或终止纪律处分的暂停的投诉。关于无偿暂停的上诉和其他事项，将在所述的过程中处理纪律处分行动的降职或终止。箍187，纪律和解雇机密员工或者HOOP 153, Termination of Employment: Administrative and Professional, as appropriate. If the grievance concerns a reduction in force, the provisions of箍52，有效减少申请。

Complaints regarding harassment or discrimination shall be addressed under the procedures inHOOP 183, Nondiscrimination, Anti-Harassment and Equal Opportunity和箍59，禁止性骚扰和性行为不端。

B.报复和机密性

No employee will be penalized or disciplined for filing a grievance or for aiding another employee in the presentation of a grievance. Employees who believe they have been penalized or disciplined for doing so should follow the procedures in箍108，防止报复。Acts or threats of retaliation in response to grievances may subject the person retaliating to disciplinary action, up to and including termination of employment, in accordance with箍108，防止报复。鲁ck忽视事实或故意对事实的无视事实的人被排除在保护之外，可能会采取纪律处分，直到和包括终止就业。

II. PROCEDURE

A. INFORMAL RESOLUTION

The university encourages communication between supervisors and employees in order to resolve workplace concerns promptly. For classified and management A&P employees, Employee Relations Advisors are available to assist in an informal resolution. For general A&P employees, consult the appropriate dean’s office. If an employee has been unsuccessful in informally resolving concerns directly with his/her supervisor or manager, the employee may proceed directly to the grievance procedure.

B. GRIEVANCE

强烈建议在申诉过程中的任何时刻与人力资源的员工关系顾问联系有关分类或管理A＆P员工的申诉当事方，以寻求有关该过程的指导。必须在任何属于申诉过程的信件上复制员工关系顾问。关于一般A＆P员工的申诉当事方可以向执行副总裁兼首席学术官办公室寻求帮助。

日历日的计算不包括已出版的大学日历上指示的节日或“骨架船员”日。对于有关分类或管理A＆P员工的申诉，首席人力资源官或指定人员可以根据首席人力资源官或指定人员自行决定，可以延长时间限制。对于关于一般A＆P员工的申诉，执行副校长兼首席学术官（“ EVP/CAO”）或指定人员可以根据EVP/CAO或指定人员自行决定，可以延长时间限制。

1. Formal Grievance

为了发起正式的申诉，雇员应在申诉之日起的七个日历日内以书面形式向其主管以书面形式提出申诉。员工的投诉声明必须包括雇员的建议，以解决申诉。还应提供相关文件或与此事有关的任何其他信息。一旦申诉致力于写作，就无法更改。

If an employee’s immediate supervisor is the subject of the grievance, the employee may file the grievance in writing with the department head. If the subject of the grievance is an individual above the employee’s immediate supervisor, refer to the levels of review listed in Section II.B.2 to determine where the grievance should be filed. The employee should consult with Human Resources (classified and management A&P) or the Office of the EVP/CAO (general A&P) for further guidance if needed.

直接主管和其他申诉接收者必须在收到申诉后的七个日历日内书面回应员工。如果员工以高于本政策中指定的级别提出申诉，则申诉将返回适当的级别进行审查。

2.申诉审查

如果不满不是satisfactorily resolved by the administrator or if the employee does not receive a response in accordance with the timelines outlined in this policy, the employee may submit a written response stating why the decision is unacceptable to the following persons in the order listed:

1. 部门主管;
2. appropriate dean or senior management staff member;
3. Senior Executive Vice President, Chief Operating Officer or designee for classified and management A&P employees; EVP/CAO or designee for general A&P employees.

The employee’s grievance to the next level must be filed with the appropriate next higher level of management within seven calendar days of 1) receipt by the employee of the response or 2) the deadline for response if no response was received. The employee’s grievance to the next level must be in writing and describe clearly why the decision is unacceptable to the employee.

必须根据以下时间表对员工的申诉做出回应：

• 部门负责人必须在收到申诉后的七个日历日内书面回应员工。
• Deans and senior management staff members must respond to the employee in writing within 14 calendar days of receipt of the grievance.
• The Senior Executive Vice President, Chief Operating Officer or designee or the EVP/CAO or designee will respond to the employee in writing within a reasonable time, not to exceed 30 calendar days, following receipt of the grievance.

A written decision will be sent to the employee within the time limits described above.

未能在时间限制内对员工做出回应，使申诉人能够将申诉自动提交下一个更高的上诉级别。高级执行副总裁，首席运营官或指定人员或EVP/CAO或指定人的决定是最终的。

C. RECORDS

关于申诉的书面申诉以及所有和所有关于申诉的决定或回应应成为雇员记录的一部分。

III. CONTACTS

• • 人力资源
  • 713-500-3130
  • hr@uth.tmc.edu
  • //www.tjghsg.com/hr/department/employee-relations/
• • 执行副总裁兼首席学术官办公室
  • 713-500-3062
  • //www.tjghsg.com/evpara/contact-us/leadhips.htm

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