1. Sabrina McAnally IL572

2. What is a grievance?
• “A grievance is defined as any employee who feels that he/she has been treated
in an unprofessional manner or adversely affected by a violation of a policy may
file a grievance with his/her immediate supervisor. A careful investigation shall
be made by the supervisor to see if it is valid and if there is a way to resolve the
situation.”
• Formal Grievances:
1. An action must be taken that affects the employee.
2. That action must have a substantial adverse affect on the employee’s
working conditions or employment rights.

3. What is considered an action?
An action is defined as:
 1. Violation, misinterpretation, or misapplication of existing board policy,
administrative rule, or administrative procedure.
 2. Unprofessional conduct directed towards the grievant or impugning
his/her good name or professional reputation.
 3. A change in a recognized administrative practice which has been
consistently followed for at least one calendar year which imposes a
hardship on the grievant.

4. A grievance does not include matters that deal with the
following:
 1. Promotions or voluntary transfers (unless a board policy or
procedure has been violated or misinterpreted)
 2. Involuntary transfers or matters covered under the applicable
state law.
 3. Alleged violations of state or federal law or existing court
orders.

5. What is the process for filing a grievance with Title IX?
 “Any employee, individual or student who feels that, on the basis
of sex, there was exclusion from participation in, or denial of
benefits, or discrimination under any education program or
activity receiving Federal financial assistance may file a grievance
with the Title IX coordinator.”

6.  To insure fair and consistent treatment of all employees who exhibit performance
or behavior problems, we use a system of progressive discipline.
 The progressive discipline program may consist of:
 1. Verbal warning(s)
 2. Written warning(s)
 3. Final warning
 4. Suspension
 5. Termination

8. “I feel it is relatively good. They have come a long way
since I first got in the system in 1995. It has been
streamlined.”

9.  “NOTHING is lined out enough to not leave anything to
interpretation. However, it is lined out well for administrators.”

10.  “Depends on the situation. Yes, the principal should be involved in
every step of the way, but you can’t stop someone from filing a
grievance.”

11.  “Yes, for the majority of cases, 30 days is plenty of time to review a grievance. Of
course, there are always exceptions to that depending on the situation and/or
circumstance.”

12.  “Very important. Each step you are meeting with them, progressive discipline
covers the administrator. You have everything well documented if you have
followed the steps of progressive discipline. Documentation is important.”

13. Department of Human Resources: Employee Handbook [p. 49-50]. (2017, October).
Retrieved February 21, 2019, from
http://images.pcmac.org/Uploads/MCPSS/MobileCounty/Departments/For
ms/Employee_Handbook_2017_10_05.pdf
Menton, C. (2019, February 20). Grievance Policies [Personal interview].