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Staff Handbook   19303  Third  Street   PO  Box141   Oro  Grande,  CA  92368  


Table of  Contents   SECTION  I  –  MISSION  OF  THE  UNIVERSITY ................................................................................... 4   MISSION  STATEMENT........................................................................................................................................ 4   UNIVERSITY  LEARNING  REQUIREMENTS  (ULR’S)................................................................................ 5   PREEMINENCE  AND  INFUSION  OF  PIONEER  UNIVERSITY’S  MISSION .............................................................. 6   SECTION  2  -­  GOVERNANCE.................................................................................................................. 7   I.   Board  of  Directors ........................................................................................................................................7   II.   The  President  of  the  University  and  Other  Officers  of  the  Corporation ..............................7   SECTION  3  –  PROFESSIONAL  RESPONSIBILITIES ......................................................................10   I.   Personal  Conflicts  Of  Interest ............................................................................................................... 10   II.   Political  Participation............................................................................................................................ 10   III.   Outside  Activities  Of  Staff  Members ............................................................................................... 10   SECTION  4  -­  COMPENSATION  &  PERIODS  OF  SERVICE............................................................11   I.   General ........................................................................................................................................................... 11   II.   Conditions  of  Employment ................................................................................................................... 11   III.   Periods  of  Service.................................................................................................................................... 11   IV.   At-­Will  Employment .............................................................................................................................. 11   SECTION  5  -­  LEAVES  &  BENEFITS ...................................................................................................12   I.   Vacation  &  Holidays ................................................................................................................................. 12   II.   Sick  Leave .................................................................................................................................................... 12   III.   Family  and  Medical  Leave .................................................................................................................. 12   IV.   Other  Leaves.............................................................................................................................................. 13   V.   Benefits.......................................................................................................................................................... 13   SECTION  6  -­  GENERAL  POLICIES .....................................................................................................14   I.   Equal  Employment  Opportunity  Policy............................................................................................ 14   II.   Americans  with  Disabilities ................................................................................................................. 14   III.   Drug-­Free  Workplace ........................................................................................................................... 14   IV.   Harassment  and  Discrimination  Policy ........................................................................................ 15   V.   Staff  Grievance  Policy ............................................................................................................................. 17   ACKNOWLEDGEMENTS......................................................................................................................21  

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STAFF HANDBOOK     Overview of Faculty Handbook This Pioneer University Staff Handbook contains a presentation of major policies concerning the University staff. Other documents of interest to staff, such as the Articles of Incorporation, and Bylaws of the University, are available online at the Pioneer University website, or in the offices of the President of the University, and the Executive Vice President and Provost. The Pioneer University Staff Handbook governs the definition and organization of the University Staff and the relationship between the University and the University Staff. The Staff Handbook is adopted by the Board of Directors and, therefore, may be modified by the Directors, as they deem appropriate. Special provisions may made between an individual staff member and the University, either at the time of initial appointment or by subsequent mutual agreement between the individual staff member and the University, to the extent that they are not in conflict with the Staff Handbook.

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SECTION I – MISSION OF THE UNIVERSITY MISSION STATEMENT

Pioneer University seeks to have a transformational impact on all who teach, learn, discover and work here so they are prepared for both local and global service. We seek to accomplish this by these four things: • We are dedicated to student learning and achievement. • We learn to both better and serve our community and world. • We combine experiential learning with rigorous scholarship in all of our programs to produce educated learners who are awake to new possibilities. • We are guided by our values at every level to promote a diverse, challenging, supportive, and entrepreneurial environment of openness, respect, accountability, and academic freedom.

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UNIVERSITY LEARNING REQUIREMENTS (ULR’s) The pursuit of Pioneer University’s overall Mission is embodied in its commitment to prepare students for a life of learning and service in an expanding global community. To succeed in its Mission, the University provides an environment sustained by its Mission. By fostering such an environment, the University aims to encourage its students to achieve the following University Learning Requirements: As a university dedicated to student learning and achievement, graduates of Pioneer University will fulfill the following University Learning Requirements (ULR): A. Evaluate problems using the disciplinary knowledge gained in their course of study. B. Nurture a passion for lifetime learning and intellectual achievement. As a university producing learners who will both better and serve our community and world, graduates of Pioneer University will fulfill the following University Learning Requirements (ULR): C. Analyze issues, develop and convey solutions to both local and global problems using the methodologies, tools, and techniques of an academic discipline. D. Engage actively in the local community with an eye to their community’s place in the global web of life. As a university that combines experiential learning with rigorous scholarship in all of its programs to produce educated learners who are awake to new possibilities, graduates of Pioneer University will fulfill the following University Learning Requirements (ULR): E. Display creativity in developing imaginative self expression and independent thinking. F. Translate knowledge into judgment and action. As a university guided by our values at every level to promote a diverse, challenging, supportive, and entrepreneurial environment of openness, respect, accountability and academic freedom, graduates of Pioneer University will fulfill the following University Learning Requirements (ULR): G. Maintain the principles of intellectual honesty and democracy in a diverse world. H. Participate in human society as socially responsible individual citizens.

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Figure 1 Preeminence and Infusion of Pioneer University’s Mission

Blue =  Mission   Permeates  Institution  

Institutional Mission  

Red =  Evaluation  of   How  Well  Mission  is   Accomplished  

University Learning   Requirements  

Program Learning   Outcomes  for   each  Program  

Student Learning   Outcomes  for   Each  Course   Derive  Content  

Course Design  

Formative

Summative Evaluation    

Processes

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Products


SECTION 2 - GOVERNANCE Policies and practices of the University derive from the total body of the University’s Articles of Incorporation, Bylaws, Board of Directors resolutions and policies, and Presidential directives by which the corporate staff is guided. I.

Board of Directors

Pioneer University is a private corporation governed by a self perpetuating Board of Directors not to exceed thirty (30) members. The organization and operation of the Board of Directors are described in the Bylaws of the University, a copy of which may be obtained from the office of the Executive Vice President and Provost, and online at the University website www.pioneeruniversity.net II.

The President of the University and Other Officers of the Corporation

The Board of Directors elects the officers of the corporation including the Chairman of the Board; the President of the University; Executive Vice President and Provost; Senior Vice President, Administration; Senior Vice President, Finance and Chief Financial Officer; Secretary of the University; and Treasurer of the University. The Bylaws of the University provide in Section 6.04(b) that The Senior Officers shall have such duties as are from time to time prescribed by the President of the University. Under the administrative structure of the University, all units of the University report directly or indirectly to the President of the University. Among the President of the University’s responsibilities enumerated in the Bylaws of the University are the nomination of officers of the corporation (other than the Chairman of the Board); the selection of academic staff; academic programs and fiscal programs; and the enforcement of all rules and regulations of the University.

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The Bylaws provide: President of the University Election and Term of Office of President of the University Section 6.03(a) The President of the University shall be elected by the Board of Directors at the organizing meeting of the Board and thereafter at any annual, regular or special meeting of the Board and shall hold office until he or she resigns or is removed or is otherwise disqualified to serve, or until his or her successor shall be elected and qualified, whichever occurs first. He/She shall be the chief executive officer of the corporation in charge of all its operations. He/she shall be responsible for carrying out policies established by the Board; but he/she may delegate any of his/her functions. All of the officers of the corporation except the Chairman of the Board, all administrative executives, and all academic officers of the University shall be subject to the direction of the President of the University. Recommendation of Nominees for Officers Section 6.03(b) The President of the University shall recommend nominees for officers of the corporation except the Chairperson of the Board to the Board of Directors. Selection of Academic Staff Section 6.03(c) The President of the University shall appoint the dean or director of each college or school of the University together with such division chairmen, department heads, or other division heads or assistants throughout the University as may be necessary or appropriate to carry out the work of the University. The President of the University shall determine the term of office and the duties of each such member of the academic staff. Fiscal Program Section 6.03(e) The President of the University, with the advice and assistance of the other officers of the corporation, shall prepare or cause to be prepared an annual operating budget for the University. Such budget shall be considered presented to the Board. Enforcement of Rules Section 6.03(f) The President of the University shall be responsible for the enforcement of all rules and regulations of the University.

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Naming Authority Section 6.03(g) The President of the University shall have the authority to approve the names of portions of campus buildings and moveable objects. Names of schools, campus buildings, grounds, thoroughfares, and amphitheaters shall be recommended by the President of the University to the Executive Committee for approval. Absence or Incapacity Section 6.03(h) In the absence or incapacity of the President of the University, his/her duties shall be performed by such Senior Officer as may be designated by the President of the University, or in the absence of such designation, by the Executive Vice President and Provost. Evaluation, Removal, and Resignation of President of the University Section 6.03(i) The President of the University shall be evaluated by the Board of Directors and may be removed with or without cause, by a threefourths majority vote of all of the Board of Directors, at the annual meeting of the Board. The President of the University may resign at any time by giving written notice to the Board of Directors. Any such resignation shall take effect at the date of receipt of such notice or at any later date specified therein, and, unless otherwise specified therein, the acceptance of such resignation shall not be necessary to make it effective. The above provisions of this Section shall be superseded by any conflicting terms of a contract that have been approved by the Board of Directors relating to the employment of the President of the University.

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SECTION 3 – PROFESSIONAL RESPONSIBILITIES I.

Personal Conflicts Of Interest

Having a family or other intimate relationship to a current member of the faculty or staff shall not be a bar to equal opportunity in employment or education for anyone. At the same time, any staff member in such a relationship should take all reasonable steps to avoid a conflict of interest or the appearance of a conflict of interest in his or her work that could arise from the relationship. If a staff member is in doubt concerning the possibility of a conflict of interest, it is recommended that the staff member consult his/her supervisor. II.

Political Participation

As citizens, the staff members of the University have the same rights and responsibilities of free speech, thought, and action as all American citizens. Their position, however, imposes special obligations, such as emphasizing that they are not institutional representatives, and exercising appropriate restraint. For the protection of both staff members and the University, staff members campaigning as political candidates for state of federal offices will do so on their own time. For the period of such candidacy, it is required that they obtain personal leave of absence or continue to work on a part-time basis. Such leave of absence is without pay. Leave of absence is not required of staff members who become candidates for or are elected to offices of a temporary or part-time nature, such as a membership on a municipal charter revision commission, delegate to the State Constitutional Convention, a member of a local school board, or a holder of municipal office. This policy is intended to safeguard the freedom of speech, thought, and action of staff, and to avoid impairment of the significant contributions they are capable of making toward improved local, state and federal government III.

Outside Activities Of Staff Members

While the University encourages staff involvement in outside activities, the University also notes that it employs the full time and effort of full-time staff. Full-time staff, therefore, must receive clearance from the President of the University or designee before receiving compensation for activities away from the University.

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SECTION 4 - COMPENSATION & PERIODS OF SERVICE I.

General

Compensation of all staff members is accomplished through the negotiation process. The President of the University or his designee will meet with each candidate for employment and set the staff member’s salary for the coming year. Continuing staff members may be granted additional compensation based on promotion and merit. The specific amounts of such compensation will be determined through individual negotiation. The University does not publish the salaries of individual staff members, but does set ranges for categories of staff positions. II.

Conditions of Employment

A Notice of Employment shall be issued to all staff members. Any other conditions or limitations of employment also shall be given or incorporated by reference. The President of the University shall issue annual Notices of Employment to all full-time staff, as well as those staff members with part-time duties accorded full-time-equivalent status for University policies including benefits eligibility. No full-time or part-time employee is considered to have staff status unless an authorized officer of the University or designee has signed a Notice of Employment for that employee specifying a staff title. III.

Periods of Service

Periods of Service shall be noted in the Notice of Employment. IV.

At-Will Employment

Pioneer University hires non-academic staff members as at-will employees. The terms of any and all Notices of Employment do not, and are not intended to, create either an express and/or implied contract of employment with Pioneer University and may be terminated by either party “at will” with or without cause, with five (5) days notice as provided by California employment code.

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SECTION 5 - LEAVES & BENEFITS I.

Vacation & Holidays A.

B. C. D.

II.

Sick Leave A. B.

III.

Regular full-time twelve-month staff members are entitled to receive 80 hours of annual paid vacation. Earned vacation may be taken after completion of six months of employment. Staff members who work a nine or ten-month schedule are not eligible for vacation. The staff member’s supervisor must approve requests for vacation in advance. Unused vacation time may be accrued up to a total of twice the annual rate. Vacation time in excess of twice the annual rate will be lost if not taken. A maximum of one year’s unused accrued vacation time will be paid to a staff member at the time of retirement or termination. The University observes the following holidays, or their equivalent. The holidays are listed below: 1. Memorial Day 2. Independence Day 3. Labor Day 4. Thanksgiving Day 5. Day after Thanksgiving 6. Holiday Break (December 24 through January 1, includes Christmas Day and New Year’s Day)

Regular full-time staff have a total annual sick leave allowance of 40 hours or 5 working days. Sick leave hours may not be accumulated from year to year. Unused sick leave hours are not payable at the time of retirement or termination.

Family and Medical Leave A.

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Pioneer University recognizes that serious health conditions may occur affecting an employee or his/her immediate family member. To accommodate such situations Pioneer has implemented the Family and Medical Leave Policy. The University’s policy is in compliance with the Federal Family and Medical Leave Act (FMLA) of 1993. This is a leave for a staff member’s serious health condition, the serious health condition of an immediate family member or the birth or placement of a child. For purposes of this policy, “immediate family” shall include spouse, son, daughter, mother and father. To qualify for family and medical leave the employee must have been employed for at least 12 months and have worked for a minimum of 1,040 hours in the 12-month period preceding the commencement of the leave. The President of the University or


designee will determine if the request for leave qualifies for family and medical leave. IV.

Other Leaves A.

V.

Staff members are entitled to all other leaves as prescribed by law including, but not limited to, FMLA, Military Leave, Jury Duty, etc.

Benefits A.

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The President of the University may recommend to the Board of Directors a variety of benefits. Benefits are calculated as a part of the total compensation package for staff members.


SECTION 6 - GENERAL POLICIES I.

Equal Employment Opportunity Policy

In accordance with applicable federal laws and regulations, the employment policies and practices of Pioneer University are administered without unlawful regard to race, color, religion, national origin, sex, disability, marital status, veteran status, or age. The University will promote equal employment opportunity. Equal Opportunity will have as its firm objective equal opportunity in recruitment, hiring, rates of pay, promotion, training, termination, benefit plans and all other form of compensation and conditions and privileges of employment for all employees and applicants for employment. The program is designed to provide equal employment opportunity and an atmosphere of nondiscrimination with respect to women, members of the various minority groups, veterans and the disabled. Coordination of the University’s civil rights effort is the responsibility of the Executive Vice President and Provost. Staff members are encouraged to direct inquiries or complaints regarding civil rights policy to the Executive Vice President and Provost. II.

Americans with Disabilities

Section 504 of the Rehabilitation Act of 1973, the Americans with Disabilities Act of 1990 and the ADA Amendments Act of 2008 require that we provide services and reasonable accommodations for individuals with disabilities. Individuals who may be eligible for services include those with physical disabilities, mental disabilities, and chronic health impairments that substantially limit a major life activity. Moreover, individuals with temporary impairments due to illness, surgery, or accident, while not qualifying under the ADA or the Rehabilitation Act, may be eligible to receive support services. In order to be eligible for services, Pioneer University requires written documentation of an employee’s disability to be provided. It is also the policy of the University to make all campus programs and services available to individuals with disabilities. For more information, contact the Executive Vice President and Provost. III.

Drug-Free Workplace

The following University policy is announced in compliance with the provisions of the federal “Drug-Free Workplace Act of 1988.” A.

General Policy Provisions: It is the University’s policy to maintain a drug-free workplace. The unlawful manufacture, distribution, dispensing, possession or use of a controlled substance by employees in the workplace is prohibited.

B.

Specific Policy Provisions: Any employee who accepts or performs University employment which

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involves direct engagement in work under any federal grant or federal procurement contract (as described in Application of Policy paragraph below) is hereby notified that, as a condition of employment in such grant or on such contract, he or she must abide by the terms of this policy. In addition, any such employees must notify the University’s Executive Vice President and Provost of any criminal drug statute conviction for a violation occurring in a grant or contract workplace no later than 5 days after such conviction. Upon receipt of such notice, the University will, where required by the Act: (1) take appropriate personnel action against the employee, which may include actions up to and including termination; or, (2) require such employees to participate satisfactorily in a drug abuse assistance or rehabilitation program approved for such purposes by federal, state, or local health, law enforcement or other appropriate agency. C.

IV.

Application of Policy Paragraphs 1 and 2 of this policy apply to all University employees. Paragraphs 1 and 2 of this policy apply to all University employees who are then directly engaged in the performance of work under either (1) a contract awarded to the University by any federal agency for the procurement of any property or services of a value of $25,000 or more; or (2) a grant made to the University by any federal agency. Employees found to be in violation of this policy will be subject to any consideration for rehabilitation and/or disciplinary action, including possible termination of employment.

Harassment and Discrimination Policy

In accordance with its mission and purpose, Pioneer University believes that each individual should be treated with respect and dignity. It is obvious that any form of harassment or discrimination is a violation of human dignity, and the University strongly condemns any such harassment and/or discrimination. Anyone who believes he or she has been discriminated against, harassed, or retaliated against in violation of this policy, should report the fact to the President of the University or the Executive Vice President and Provost, the latter of which acts as the Designated Investigator for the University. A.

Harassment or Discrimination. Discriminatory treatment on the basis of race, color, sex, religion, sexual orientation, national origin, age, handicap or disability, marital status, citizenship, maternity or lactation status, status as a Vietnam-era, special, disabled, or other veteran who served on active duty during a war, campaign, or exhibition for which a campaign badge has been authorized in accordance with applicable federal law, or protected activity under the anti-discrimination statues or discriminatory treatment as may be described by state statute, local ordinances or the University’s policies.

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The conduct must be so objectively offensive as to alter the conditions of the victim’s employment or educational experience. That is, the harassment must have culminated in a tangible employment or academic action or be sufficiently severe or pervasive to create a hostile work or educational environment. Examples of harassment include, but are not limited to, intimidation and humiliation as expressed by communications, threats, acts of violence, hatred, abuse of authority, or ill will that assault an individual’s self-worth. Harassment of a non-sexual nature can include slurs, comments, rumors, jokes, innuendoes, cartoons, pranks and other verbal or physical conduct, frequent, derogatory remarks about a person even if the remarks are not sexual in nature and any other conduct or behavior deemed inappropriate. B.

Sexual Harassment. Sexual harassment can fall into one or both of two categories: quid pro quo and hostile environment. Quid pro quo sexual harassment occurs when an individual attempts to use his or her position or authority to obtain sexual favors from an employee or student in an expressed or implied exchange for the granting of job or academic benefits or other favorable treatment. “Hostile environment” sexual harassment occurs when an employee or student is subjected to an intimidating, hostile or offensive sexually based or sexually oriented physical, verbal, or other conduct. Such conduct shall be subject to prompt and effective action.

C.

Hostile Environment Harassment. Harassment that is sufficiently pervasive as to alter the conditions of employment or the educational environment and create an abuse environment in which to work or study. The person alleging a hostile environment must show a pattern or practice of harassment against him or her; a single incident or isolated incidents generally will not be sufficient. In determining whether a reasonable person in the individual’s circumstances would find the work or educational environment to be hostile, the totality of the circumstances must be considered. Individuals who believe themselves to be victims of harassment or discrimination and who desire University assistance may file an informal complaint with the Executive Vice President and Provost. The Executive Vice President and Provost will conduct the investigation in a reasonable confidential manner and promptly after receiving the complaint. The Executive Vice President and Provost will submit the findings and recommendations to the President of the University who will make the final decision as to what action shall be taken. If the complaint is against a staff member and the President of the University determines that the conduct is such as to warrant the suspension or dismissal of the staff member, the President of the University will initiate the appropriate Procedures as set forth in this

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Handbook. V.

Staff Grievance Policy A.

Staff Grievance Committee 1.

Purpose The Committee shall hear staff grievances not related to questions of academic freedom or dismissals. The Committee will have the right to decide whether or not the facts merit a detailed investigation. The Committee shall seek to bring about a settlement of the issues satisfactory to the parties. If in the opinion of the Committee such a settlement is not possible, the Committee will report its findings and recommendations to the petitioner and to the President of the University.

2.

Membership The President of the University shall appoint three members on an “as needed” basis. The members shall elect the chair.

B.

Meetings Meetings shall be held upon the written petition of a staff member who has a grievance, or at the call of the chair.

C.

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Filing of Grievance 1.

Any grievance may be filed by any staff member concerning any matter.

2.

The petition must be submitted in writing and state clearly the nature of the grievance, specify against whom the petition is filed, and present supporting evidence for such a grievance. The petition may be returned if any of the above is missing or unclear and is not considered filed with the committee until corrected. The request for clarification must be made within fifteen working days. All petitions shall be submitted to the Chair of the Committee and each member of the Committee shall be notified in writing by the aggrieved that a petition has been submitted. This petition and any rebuttal provided by the person against whom the petition is filed are considered confidential and may not be shared except as allowed in below.

3.

The University shall make available to the Committee any


pertinent records and documents for use of the Committee in its consideration of the grievance. By accepting membership on the Committee each member agrees to treat such information as confidential and to use it only for the purpose of processing the grievance.

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4.

As soon as possible (normally within five days) after the filing of a petition, the person against whom the petition is filed shall be notified of the petition and a copy thereof provided. A copy of any rebuttal provided by the person against whom the petition is filed shall be provided to the petitioner. Preliminary interviews of the parties to that petition may be held in order that the Committee might seek clarification of the issues set forth in the petition. Wherever possible after these interviews, the Committee is encouraged to effect a settlement of the grievance(s) satisfactory to all parties. These interviews shall be conducted individually and in private.

5.

Normally, within fifteen working days after the filing of a grievance the Committee shall meet to consider the petition. At this meeting the Committee shall take one of the following actions: a.

If, after due consideration, a grievance petition is unanimously agreed to be clearly without merit, the Committee shall so inform, in writing, the parties to the grievance and the President of the University, stating the reasons for its findings.

b.

If, after due consideration, the Committee finds that a grievance has presumptive merit but that it is of such a nature (e.g., plagiarism, libel, defamation) that the Committee considers it inappropriate to render a report and recommendation, the Committee shall so inform in writing the parties to the grievance and the President of the University, stating its reasons.

c.

If the Committee determines that a grievance exists, and there is unanimous agreement of its members on the validity of such grievance, the Committee may make an immediate report and recommendation. No further investigation need be made, and the provisions of Section (d) relating to notice of decision shall be followed.

d.

If the Committee determines that a grievance may exist and that it is appropriate for further consideration by the Committee, the parties to the grievance and the President of


the University shall be so informed in writing. This notice should include a short summary of the matter to date. The investigation shall then proceed according to D below. e.

D.

Any petition upon which no action under this paragraph has been taken within fifteen working days of filing shall be considered adequate cause for the petitioner to seek the intervention of the President of the University to determine and correct reasons for such delay.

Investigations In a reasonable time thereafter, the Committee shall investigate the charges set forth in the grievance petition:

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1.

All meetings of the Committee pertinent to a grievance petition shall be recorded as minutes of an official meeting of the Committee in order that misinterpretations and willful misrepresentations may be avoided. These minutes shall be kept confidential by the Committee except as necessary to explain the Committee’s decision or recommendations to the President of the University.

2.

The Committee shall interview separately the parties to the grievances in an attempt to determine all pertinent facts in the case. Each party may present evidence of any persons deemed to have information bearing upon the case. The rules of evidence as applied in courts of law shall not apply to these proceedings. These interviews and supporting documentation are to be considered confidential. Any party may have any person present for the sole purpose of presenting arguments. The Chair of the Committee shall preside at all such meetings.

3.

The Committee shall, if necessary, have the right to call witnesses appropriate to its investigation of the facts. The Committee, administrative officers, and members of the staff shall cooperate in providing information pertinent thereto. The University will, subject to its general policies with respect to disclosure of its records make available records that the Committee deems pertinent to the investigation.


E.

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4.

If deemed necessary by the Committee and considered reasonable by the President of the University, appropriate expert consultation of the Committee’s choosing shall be provided by the University as advisory to the Committee in its interpretation of documents and records pertinent to a grievance procedure.

5.

If a grievance petition alleges inadequate or improper consideration of any matter by a University, College or School Committee dealing with matters other than Staff Dismissals, the Grievance Committee shall be provided with the record of the proceedings of such committee and all exhibits and other records considered by the Committee. It shall make such additional investigation of the proceedings of such committee, including interviewing the members of such committee, as may be appropriate to the Grievance Committee’s function in such matters. The Grievance Committee’s review shall be limited to a determination of whether the committee in question followed established guidelines and procedures in reaching its decision, with the understanding that the Grievance Committee is not to substitute its judgment on the merits of the decision.

Recommendations 1.

Except as provided in C, above, the decisions of the Grievance Committee shall be made upon majority vote, and recommendations for redress shall be filed in writing with the President of the University, the parties to the grievance, and such other persons appropriate or necessary to the implementation of recommendations.

2.

Upon receipt of the decision and recommendations of the Committee, the President of the University shall within thirty days notify in writing the Committee and all parties to the petition of the decision to adopt or reject the Committee’s decision and its recommendations. The President of the University may meet with the Committee to discuss its findings prior to rendering the decision.

3.

The President of the University shall make the final decision.


Acknowledgements In constructing this handbook the faculty and staff of Pioneer University looked at numerous catalogues and handbooks for both content and style features. Pioneer University would specifically like to thank the following institutions as their literature proved to be easily adaptable to own Mission and Purpose: Creighton Christian College, High Tech High Graduate School of Education, University of Southern California, BYU- Hawaii and California State University, Channel Islands.

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Pioneer University Staff Handbook  

Pioneer University Staff Handbook

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