VCOM Administrative and Classified Staff Handbook

Grievance Appeal Process If the employee believes that the Campus Dean has not appropriately addressed his/her grievance in a fair manner or in a manner that does not align with college policy, he/she may appeal to the Provost. Upon receiving written notification of the decision from the Campus Dean, the employee, within seven calendar days, may appeal the Campus Dean’s decision to the Provost. The appeal must be submitted in writing to the Provost and the employee should request to meet with the Provost. After careful consideration of the facts and deliberations with the appropriate parties, the Provost will notify the employees involved, in writing, of the decision in a timely manner (typically within 14 calendar days from the time the written appeal from the employee was received by the Provost). The written response will be kept in the appropriate employee’s permanent file. If the employee believes that the Provost has not appropriately addressed his/her grievance in a fair manner or in a manner that does not align with college policy, he/she may appeal to the President. Upon receiving written notification of the decision from the Provost, the employee, within seven calendar days, may appeal the Provost’s decision to the President. The appeal must be submitted in writing to the President and the employee should request to meet with the President. After careful consideration of the facts and deliberations with the appropriate parties, the President will notify the employees involved, in writing, of the decision in a timely manner (typically within 14 calendar days from the time the written appeal from the employee was received by the President). The President’s decision is final. The written response will be kept in the appropriate employee’s permanent file. Safety Mission The Edward Via College of Osteopathic Medicine strives to create an atmosphere of safety and comfort which allow faculty, staff, and students to concentrate on their mission of providing academics, student services and learning. The goal of the operations department is to oversee the campus facilities and to assist those in charge of each facility in providing a safe and secure environment. The following policies and procedures outline everyone’s role in maintaining a safe and secure environment for all. Alcohol and Drug Free Workplace The Federal Drug-Free Workplace Act states that the unlawful manufacture, distribution, possession, or use of a controlled substance is prohibited in the workplace. The workplace consists of any VCOM owned, controlled, or leased property, or the site where work is performed. Any employee who violates this prohibition will be subject to disciplinary action, up to and including termination, and/or required to satisfactorily participate in a drug-abuse assistance or rehabilitation program at the discretion of administration. Disciplinary action will be administered in accordance with the Standards of Conduct and Guidelines. As a condition of employment, each employee must abide by the terms of the prohibition and notify his/her supervisor of any criminal drug statue conviction for a violation occurring in the workplace no later than five days after such conviction. All employees are subject to the provisions of VCOM’s Drug-Free and Alcohol-Free Workplace Policy. The Drug Free and Alcohol-Free Workplace Policy states the policies, effects and implications of illicit drug and alcohol use. A standard of conduct states that all employees are prohibited from possessing, reporting to work or working under the influence of intoxicants (non-prescribed drugs, narcotics, alcohol, etc.); or the illegal possession, manufacture or use of drugs or alcohol in the workplace. Campus Facilities Policies and Procedures

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