Resources & Policies
Sidebar
Information for Faculty Members Seeking to Resolve a Dispute by Filing a Grievance
The University provides two mechanisms to faculty members for resolving disputes that cannot be resolved through informal efforts. Redbook, Chapter 4, Article 4.4 recognizes two types of disputes; each with distinct procedures. In all instances, the faculty member must initiate use of the dispute resolution procedures. Some disputes, referred to as Type 2 disputes, proceed directly to the grievance process and are initiated with the Faculty Grievance Officer. In most cases, a Type 1 dispute exists and consultation with the Ombudsperson is a requirement before a grievance complaint can be filed with the Faculty Grievance Officer. There are a number of options to resolve Type 1 disputes including mediation. These options are available through the Office of the Ombudsperson under the procedures specified in Redbook, Chapter 4, Article 4.4.
A dispute is difference of opinion between a faculty member and another faculty member or administrator that has led to a perceived material disadvantage by the faculty member.
A dispute becomes a complaint if the faculty member is unable to resolve the dispute personally and formally contacts either the University Ombudsperson or the Faculty Grievance Officer.
If the complaint is accepted by the University Faculty Grievance Committee it becomes a grievance.
Please note that, within 60 days of the action or decision being disputed, the faculty member must submit a written request for consultation with the Ombudsperson or submit a written statement of complaint with the Faculty Grievance Officer depending on the nature of the dispute. Rules for the different types of disputes that can lead to a grievance are listed in the Redbook, Chapter 4, Article 4.4. Faculty members with a Type 1 dispute should contact the Ombudsperson.
If you are considering action related to a dispute, please contact the University Faculty Grievance Officer:
Enid Trucios-Haynes
Professor of Law
University Faculty Grievance Officer
Co-Director, Brandeis Human Advocacy Program
Office: 502-852-7694
Email: ethaynes@louisville.edu
Grievance Type 1 Submission Form (WORD)
Grievance Type 2 Submission Form (WORD)
Grievance committee
University Discriminatory Harassment Policy
This policy also provides procedures relevant to faculty who believe they have been subject to discriminatory harassment by a supervisor.
Instructions to Request a Tenure-Track Line All requests to recruit faculty into a tenure line must be approved by the provost. Below are the steps to do so:
- Complete the tenure line request form (PDF).
- Log in to OnBase and complete the form, uploading requested documents, including the tenure line request form.
- Notes:
- Best browser is Google Chrome. When you log on you should see a colored background and the UofL logo. If you do not see any colors then there is a browser issue.
- Anyone with the link can complete the form.
- Have all documents ready to upload as the system will “time out” after a certain amount of time of inactivity. If you are locked out, you will need to start the process over again
- Notes:
- Once completed the form will be sent to both the unit contact and the UBM.
- The unit contact and the UBM each have the capability to move the form forward to the dean.
- The dean will review. If the dean approves, the form is forwarded to the Budget Office.
- If Budget Office approves, the request goes to the Provost and Vice Provost for Faculty Affairs for final provost review and approval.
- Unit is notified through e-mail that the request is approved.
Definitions for faculty
- Institutional Base Salary (IBS) includes a faculty member’s base salary and any supplemental pay, but excludes any x-pay.
- Faculty base salary is addressed in Redbook Section 4.3.2 and shall not be reduced except in a fiscal emergency or under the most extreme circumstances.
- Supplemental pay is pay that is in addition to the faculty base salary. Examples of supplemental pay include, but are not limited to, payments for on-going administrative responsibilities, recognition as a distinguished scholar or endowed chair, research supplements, and other extraordinary compensation arrangements where the supplemental pay can be reduced or eliminated as appropriate. (Note: Research supplements may only be added to the IBS upon employment or during the annual salary adjustment process.)
- X-pay is paid for the assumption of additional duties on a time-limited, short term basis and is excluded in calculations for retirement or other benefits that are a percentage of salary.
Definitions for Staff
- Institutional Base Salary is regular salary plus any supplemental pay, but excludes any x-pay.
- Supplemental pay is pay that is in addition to the regular salary and that is included in calculations for retirement or other benefits. If the intent is for the position to perform additional duties for more than 12 months but within a project term with an end date, then supplemental pay should be used.
- X-pay is paid for the assumption of additional duties on a time-limited, short term basis, usually 12 months or less. X-pay is excluded in calculations for retirement or other benefits that are a percentage of salary.
- X-pay or supplemental pay shall not be used as a bonus or performance-based form of compensation. Further, neither x-pay nor supplemental pay should be used as a means to compensate for an expense that shall be processed through the Controller’s Office.
- A request for reclassification or in-range adjustment should be completed if any additional duties are to continue indefinitely and have been performed for a time period greater than six months.
Policy
- The IBS shall be used for all internal salary studies, budget and analyses, cost projections and in making the following calculations:
- Employees’ annual salary adjustments;
- Employee Benefits, including retirement, life insurance and other benefits calculated on a percentage of annual university salary;
- The University’s annual operating budget, approved by the Board of Trustees.
- For purposes of salary requests on grants and contracts, the IBS shall be used. Further and as required by federal agency grant guidelines, IBS may not be increased as a result of replacing university salary funds with federal grant funds. (See NIH “Allowability of Costs/Activities-Selected Items of Cost-Salaries and Wages”).
- For purposes of official time and effort reporting on all grants and contracts, the IBS shall be used exclusively. Further, the IBS shall be used as the denominator in calculating the proportion, or percent of effort, of an employee’s activity that is allocated to particular federal awards.
- No unit’s X-pay or supplemental pay policy can be in conflict with this policy.