Policies and Procedures

Policy

Student Employee Grievance Procedure

Category(ies)
Employment Policies
Governance and Grievance Procedures
Student Affairs
Approval(s)
President and Vice Presidents: February 17, 1995 Signature (pdf)
Steward(s)
Assoc. VP for Enrollment Management

Reviewed by: Assistant Attorney General, Jan Frickleton

Policy

It is the intent of The Evergreen State College to assure that student employees are accorded the same rights and access to processes that other employees enjoy. This policy is intended to provide a grievance process that student employees can use to resolve conflicts related to employment that are not covered by other institutional policies.

Informal Resolution

In the event a student employee feels unjustly treated with regard to pay rate, termination or other employment related circumstances, that student is strongly encouraged to first seek recourse with his/her employer. Student employees and the employer may decide together to make use of the mediation process through the Center for Mediation Services. In the absence of a satisfactory resolution, the student should seek intervention by the Student Employment Coordinator in the Office of Financial Aid.

Referral to Other Appropriate College Processes

In cases involving violations of college policy regarding discrimination, sexual harassment or sexual assault, or in cases of violation of state or federal law, the coordinator will refer the student to the appropriate office.

Student Employment Coordinator

The role of the Student Employment Coordinator is to facilitate a resolution that is agreeable to the student and the employer. The Student Employment Coordinator does not decide in favor of one party or the other.

Grievance Process

  1. Before action can be taken by the Student Employment Coordinator, a grievance should be put in writing. The grievance must be filed within 30 days of the action being contested. The written grievance should include the specific nature of the concern, dates and times of action being challenged and copies of relevant written materials and requested remedy.
  2. The Student Employment Coordinator will collect any necessary and pertinent information relevant to the employment grievance and provide a copy of the student's grievance to the employer.
  3. If necessary, the Student Employment Coordinator will arrange a joint meeting between the employer and the student employee.

a. If a joint meeting is scheduled, the Student Employment Coordinator will also request a written response from the employer.

b. If a meeting with the employer and the student employee is scheduled, either person may invite a support person to be present. Students may obtain the names of support persons from the Student Workers Organization or the Office of the Vice-President for Student Affairs. If either party invites a support person, the Student Employee Coordinator should be notified at least three days before the meeting so that the other party in the dispute can be informed and secure a support person if he or she wishes.

Resolution not reached by student employment coordinator process

If a resolution is not reached, the student employee may seek a decision by the Vice-President responsible for the student's area of work or a designee appointed by the Vice-President. It is expected that the Vice-President or his or her designee will request the written materials prepared for the Student Employment Coordinator and may collect other necessary information related to the complaint. The decision of the Vice-President or his or her designee is the final appeal in the internal grievance process.