3.15 / Internal
Dispute Resolution Process
occur where an employee believes that the fair and consistent application
of a Wichita State University (“University) policy affecting the employee
has not been followed. In most cases, the University expects that the
employee will be able to satisfactorily address such concerns within the
work area through an informal process. If the situation cannot be resolved
through an informal process, the University wishes to provide employees an
alternative internal process. All decisions made regarding the Internal
Dispute Resolution Process should be unbiased, non-retaliatory, and
provides a formal process to address employment situations that arise
which are not able to be resolved in the course of routine communication.
Employees are encouraged to attempt resolution of work-related concerns
directly with Leadership prior to use of the formal Internal Dispute
Resolution Process. The processes for incidents
involving sexual misconduct, sexual harassment, relationship violence,
stalking, and/or discrimination are addressed in separate University
Internal Dispute Resolution Process is not to be used to prevent, limit or
delay appropriate corrective action and is not available to employees who
have separated employment.
Dispute - A
claim that the University has applied a policy or process to an employee
unfairly or inconsistently. Examples of situations excluded from this
process are complaints concerning wages, performance evaluations, and
separations of employment.
Dispute Resolution Request - A
timely and written formal document filed by an employee to request to
resolve a dispute.
Leadership - For purposes of this policy, Leadership includes individuals at
the University who have employees reporting to them, or Department
Senior Leadership - For
purposes of this policy, Senior Leadership includes individuals at the
University who have employees reporting to them, are in a position at the
Director/Department Chair level or above who are not in the chain of
command of the employee initiating the Dispute Resolution, and are
involved in the Internal Dispute Resolution Process.
The University’s Internal Dispute Resolution Process
consists of two steps, 1) Review and 2) Appeal. Time limits in the process
must be followed to ensure enough time is provided to review information
and respond to the Dispute Resolution Request in a timely manner. The process is structured to minimize any potential
bias. It will result in participation of individuals who may be in a
different chain of command than the employee. It will also result in
participation by Human Resources (HR) or Equal Opportunity (EO), dependent
upon the situation.
Step I: Review
Step II: Appeal
- The employee notifies HR of
the Dispute and requests to utilize the Internal Dispute Resolution
Process. HR discusses the request with the employee. HR determines if
the situation meets the criteria of a Dispute, or advises the employee
of an alternative course of action, such as informal conflict
it is determined that the Internal Dispute Resolution Process will be
utilized, the employee completes an Internal
Dispute Resolution Request Form (“Form”) and submits
it to HR. The Form must be
dated and filed within ten (10) University business days from the
latest documented attempt at resolution, not to exceed twenty (20)
University business days from the date of the original event leading
up to the Dispute Resolution Request.
receipt of the Form, HR or EO will inform Leadership of the Dispute
Leadership will review the submitted documentation, and may schedule a
meeting with the employee.
will provide a decision via written response to the employee, HR or
EO, and Leadership, not to exceed twenty (20) University calendar days
of the date of the Dispute Resolution Request.
employee is unsatisfied with the response from Step I: Review, the employee can proceed to Step II: Appeal, by submitting an Internal
Dispute Resolution Request Form to HR or EO as
the President’s designee, whichever was not involved in Step I, above.
The Form must be filed within ten (10) University business days from the
date of the decision from Step
EO will review the submitted documentation, and may schedule a meeting
with the employee.
or EO will provide a decision via written response to the employee,
Senior Leadership, and Leadership, not to exceed twenty (20) University
business days of the date of the Dispute Resolution Request in Step
- The decision of HR or EO shall be final and is not
subject to further administrative review by any officer or committee
of the university or by the Board of Regents.
February 23, 2018