Policy Information
Appeals
Effective
May 1 1992
Number
PER 5 04
Applicability
This policy applies to University staff
Administrative Authority
Vice President for Human Resources
Responsible Unit
Human Resources
Miller Information Technology Center Rm 02C
2315 South First Street Walk
Louisville, KY 40292
Phone: 502-852-6258
Email: askhr@louisville.edu
History
Revision Date(s): November 1, 2011; August 16, 2019 (minor revisions); February 22, 2021; December 7, 2021 (minor edits); August 24, 2022 (minor edit); May 11, 2023; April 9, 2026 (minor revision)
Reviewed Date(s): March 9, 2016
Comment & Review Record:
Endorsed by Staff Senate Grievance Committee
March 7, 2011
Endorsed by Staff Senate - Preliminary Draft
April 11, 2011
Approved by University Counsel as to Form & Legality
June 28, 2011
Vice President & Dean Comment Period
June 28, 2011 - July 15, 2011
Open Sessions for Community Comment
July 5 - 12, 2011
Re-Posted for Information (No Changes)
September 2, 2011
Endorsed by Staff Senate
September 12, 2011
Reviewed by EC of Faculty Senate - No Action Required
October 19, 2011
Approved by Executive Vice President & Provost:
October 31, 2011
Categories
Statement
A regular status employee may appeal a permanent reduction in salary, demotion in grade, or termination.
STAFF GRIEVANCE OFFICER
The Staff Grievance Officer is available to consult with staff members in each step of the appeal process, including the initial formulation of the written notice of appeal. The Staff Grievance Officer may work closely with staff members, departments, and the Human Resources Department to seek equitable resolutions of all appeals. The Staff Grievance Officer may serve as a personal advisor for the employee during an appeal process (if requested by the employee), but may not serve as an advocate on behalf of the employee. [Consistent with proposed Grievance Policy and contingent on Red Book revision.]
STANDARD FOR REVIEW
An appealable action may be reversed on appeal for only two reasons: (1) there was no reasonable basis for the university action; or (2) there was a substantial departure from university procedures which prejudiced the employee against whom the action was taken.
Note: As provided at PER-4.16 "A staff member adversely affected by a RIF may appeal the action through the Appeal process only if the staff member believes that the action was based on inconsistent or improper application of the Reduction in Force Policy or Procedure."