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Faculty Assembly

Salary Grievances - Policy & Procedures for Equity

I.    Scope of the Policy

A basic principle of faculty compensation at this University is that faculty at the same rank. whose performance is at comparable levels of merit, and with comparable years of service to the University, should receive comparable salaries when adjusted for market differences between disciplines. A faculty member who believes that his or her current compensation is in violation of this principle may file a salary grievance, according to the guidelines of this policy.
This policy is designed to address allegations of salary inequities that are based upon individual internal comparisons. The policy does not apply to perceived inequities based upon external comparisons. While the issue of salary comparison with other institutions is significant, and will be addressed by the University, it is not a subject for these policies and procedures.

II.    Grievance Committees

1.    Each college or school shall have in place a Salary Grievance Committee. This may (but need not) be the Dean's      (First Level) Review Committee for the college or school. The structure of this committee and the process for salary review within the college or school shall be determined by the faculty and dean of that unit.
2.    The Vice Chancellor's Review Committee shall serve as the campus Salary Grievance Committee.

III.    Grievance Process

1.    A faculty member shall file her or his salary grievance with the dean of the faculty member's college or school prior to  March first. The grievance shall include the faculty member's reasons for believing there is a salary inequity . The      grievant should expect a response from the dean within two months of filing.
2.    The dean will request the chair of the department to prepare an analysis and recommendation. If this is not possible or appropriate, the dean or associate dean will prepare an analysis.
3.    The dean will then forward the grievance, with prior analyses, to the college Salary Grievance Committee for review and recommendation.
4.    Upon receipt of the committee recommendation, the dean wil1 make a recommendation and will inform the candidate of this recommendation and the recommendation of the Salary Grievance Committee.
5.    a)     The dean recommends a salary increase. The dean makes such a recommendation to the VCAA. In consultation with the dean, the VCAA will confirm or deny the increase. To assist with this decision, the VCAA may request the advice of the VCAA Review Committee.
        b)    The dean recommends no salary increase. This concludes the grievance, unless the grievant appeals in writing to the VCAA. The VCAA will then forward the grievance, with all prior information, to the VCAA Review Committee for review and recommendation. Upon receipt of the VCAA Review Committee's recommendation, the Vice Chancellor for Academic Affairs will review all materials and determine the outcome of the grievance.
6.    The VCAA will respond within one month of receiving the dean's recommendation or the grievant's appeal. The decision of the VCAA, with the concurrence of the Chancellor, shall conclude the grievance on this campus.
7.    At any stage of the process, any committee or reviewer will be provided with additional information relevant to the grievance, when disclosure of the information does not violate and State or Federal laws.

IV.    Implementation of Salary Adjustments

1.    All salary adjustments shall be effective September 1 following the final decision, but merit salary increase percentages shall be calculated on a base that includes the proposed increase.
2.    Unless otherwise negotiated, funding for salary adjustments shall come from the merit increase pool that is
allocated that year to the college or school of the grievant.

November 4, 1999