Grievance and disciplinary process for Arts and Science Colleges: settling complaints between staff groups
A staff room with aided, self-financed and guest teachers sees complaints about pay, duties and treatment. A clear grievance route settles them early and keeps discipline fair.
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Share your requirementsWhy grievance and disciplinary process matters in arts and science colleges
In many colleges a complaint goes to the head of department, then the principal, and is settled in a corridor. A guest lecturer may not know whom to approach. A self-financed teacher may fear for the job. Small matters grow into long resentments, and when discipline is needed, the process differs from case to case.
A written route lists whom a person can approach at each step, the time within which a reply is due and who hears serious cases. It treats all staff types with the same steps, even where terms differ. Discipline follows a stated sequence: informing the person, hearing them, deciding and recording.
How to set it up
1. Write the grievance route
Who to approach first, who next and who finally, with time limits. Give a copy to every employee including guests.
2. Name a hearing group
A small panel of senior staff, including someone from outside the person's department, for serious matters.
3. Set the steps for discipline
Informing the person in writing, giving a chance to respond, deciding and recording. See grievance and disciplinary process.
4. Keep a simple log
Date, matter, outcome and follow-up, held securely and reviewed by the principal.
5. Look for patterns
If many complaints concern the same issue, such as timetable or payment dates, fix the cause.
Check these first
Before changing anything, find out what is true today. These take an afternoon and use your own records.
- Ask three staff who they would approach with a complaint.
- Check whether guest lecturers know the route.
- List complaints from the last year and their outcomes.
- Read your last disciplinary case for each step followed.
GullyHR can do this with you. Read how we approach grievance and disciplinary process in general, or share your requirements and we will tell you where to start.
Questions owners ask
They should have a route. Give them the same route and time limits as other staff. Ask a qualified professional about any legal position that differs by type of appointment.
Route it to the principal or a panel outside the department. Keep the process confidential, hear both sides and record the decision and reasons. Protect the complainant from retaliation.
Where one exists, treat it respectfully and keep communication open. The route should work whether or not a person is a member. Confirm any obligations with a qualified professional.