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What to do if you believe
that the current employment conditions are in violation
of the terms of the contract?
The first thing you need to do is
to check that the problem you are facing is grievable
under your contract. Not all workplace problems
and conflict involve contractual violations.
Thus, using contractual grievances to resolve non-grievable
situations will not give you final resolution. Analyze
carefully your situation to see if your case is
grievable. If you need help you can contact the
Human Resources Office.
A problem is grievable if:
- It is a condition explicitly included in your
contract
- You believe there is a violation of such term
and conditions
- The specific situation is not excluded from
the grievance process (i.e. evaluations are excluded
from grievances
If the situation you are facing IS grievable,
you can start the grievance process right away and,
in parallel, request mediation. You will not lose
any time for going to mediation because the two
processes are simultaneous. If the mediation doesn’t
produce an agreement, the grievance process will
continue its normal course.
If the problem IS NOT grievable
, you still have a right to resolve it using the
tools provided by FGCU’s Conflict Management System,
including direct and assisted communication (click
here ) or individual mediation (click
here ).
In any case, you can always request a confidential
meeting with the Ombudsman Office (click here to
send e-mail)
To check your contract, and its grievance procedures,
click one of the following:
I am a bargaining unit member on:
- Collective Bargaining Agreement (CBA) (click
here )
- AFSCME (click here)
- Police (click here)
- I am a non-unit faculty or Administration and
Professional (A&P) employee (click
here )
- I am a USPS employee with permanent status and
the conflict is about suspension, dismissal, layoff,
job abandonment, transfer or reduction of pay
(click here)
- I am a USPS employee, but the conflict is about
other issues (click here)
In any case, you can always request a confidential
meeting with the Ombudsman Office (click
here to send e-mail)
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