Grievable Matters

The Council of Academic Professionals (CAP) subscribes to the tenets of the Rothbaum Committee ReportĀ as they relate to the evaluation of individual behavior and/or circumstances of employment. Grievances are evaluated based upon:

  • the behavior of individuals and/or the circumstances of employment in the context of the contract of employment;
  • generalized concepts of good management practice, such as those which require that employees be adequately informed of their duties and of the quality of their performance via written performance reviews; and
  • generalized concepts of appropriate and traditional reciprocal courtesies which attend professional employment. Affirmatively, such courtesies dictate a spirit of mutual respect and cooperation, while negatively, they proscribe conduct that interferes with the effective performance of the duties and responsibilities of others.

These tenets form the cornerstone of the CAP approach to conflict resolution and also define those issues which are within CAP’s purview when evaluating a grievance. In matters where the issue raised is the subject of a more specific review procedure (i.e. academic integrity, conflict of interest, collective bargaining agreement, etc.), the grievance or complaint should be referred accordingly.

Current law and/or University policy prohibits discrimination or harassment by reason of race, color, religion, sex, sexual orientation, national origin, ancestry, age, marital status, disability, unfavorable discharge from the military, or status as a disabled veteran or a veteran of the Vietnam era. The procedures for complaints and grievances based on these reasons are outlined in the Policy and Procedures for Addressing Discrimination and Harassment. Grievances or complaints alleging discrimination should be referred to the Office of Diversity, Equity, and Access.