The purpose of these procedures is to provide an opportunity for you to solve any differences through a reasonable and fair review process. These procedures would involve any complaint you might have against your supervisor or any other complaint directed against TMUS. (Student grievances involving faculty or Student Life appear in the Student Handbook. Grievances involving only faculty members appear in Section 8.4 of the Faculty Handbook.)
You are exhorted to be discerning in the matter of distinguishing various types of grievances. The following is a partial list of the types of problems which could be encountered:
TMUS realizes there are circumstances in which an employee may feel reluctant to discuss issues involving a supervisor or other high ranking officials of the institution. These procedures have been designed as an attempt to apply biblical principles, especially those of Matthew 18:15-17. It is the desire of TMUS that you try to resolve your grievances at the lowest possible level and in a procedure that is as expeditious as possible. In addition, it is very important that you realize you may use both the informal and formal grievance procedures without fear of reprisal. You are not responsible for investigating the activity or for determining fault or corrective measures. Appropriate management officials are charged with these responsibilities.
Examples of illegal or dishonest activities are violations of federal, state or local laws; billing for services not performed or for goods not delivered; fraudulent financial reporting; forgery, and other related illegal acts. If an employee has knowledge of or a concern of illegal or dishonest fraudulent activity by an agent of the University & Seminary, the employee must contact the Director of Human Resources, or submit a report via the independent third-party service provider, Ethics Point. Reports can be made online at http://masters.ethicspoint.com, or via phone by calling the toll-free hotline number: (844) 916-1273.
Employee should exercise sound judgment to avoid baseless allegations. An employee who intentionally or recklessly files a false report of wrongdoing is not a whistleblower (an employee who reports an activity of an agent of the University & Seminary that he/she considers to be illegal or dishonest) and is subject to discipline up to and including termination.
Whistleblower protections are provided in two important areas – confidentiality and against retaliation. Insofar as possible, the confidentiality of the whistleblower is maintained. However, identity may have to be disclosed to conduct a thorough investigation, to comply with the law and to provide accused individuals their legal rights of defense. TMUS will not retaliate against a whistleblower. Any whistleblower who believes he/she is being retaliated against must contact the Human Resources department immediately.
All reports of illegal and dishonest activities by an agent of the University & Seminary must be promptly submitted to the Director of Human Resources who is responsible for investigating and coordinating corrective action. Employees with any questions regarding this policy should contact the Director of Human Resources.
In the event the Director of Human Resources is suspected to be involved in any illegal or dishonest act or to have not taken appropriate action to investigate or take appropriate corrective action, employees must contact the President of the University & Seminary.
The Board of Trustee’s Property, Finance, and Audit Committee chair or the Chair of the Board of Trustees should be contacted in the event the suspected illegal or dishonest act involves the University President.
1. If you hear rumors, accusations, or grievances against co-workers, whether originated by students, faculty, or staff, you must immediately refer such matters back to the accuser (grievant). At this point the matter is between the accuser and the accused; it is not the business of any third party.
2. If the grievant subsequently refuses to question or confront the person with whom he/she has the grievance, a third party, depending on the nature of the complaint, may have a responsibility to investigate, but certainly has the responsibility of confronting the grievant’s failure to deal rightly with his or her Christian brother(s) or sister(s).
3. If the previous discussions have not resolved the difficulty, and the conviction remains that substantial problems do exist, the grievant must take a third party along and discuss the problem again with the accused.
4. If there is still no satisfactory reconciliation of the difficulty, the grievant will meet with the departmental Vice President of the person with whom he/she has the grievance and the accused. If the grievance concerns institutional policy, this will be the first step in resolving the grievance. The Vice President of the department will make appropriate recommendations and/or decisions for resolving the concerns and may also recommend or require that the concerns be presented to the Director of Human Resources for resolution.
5. If there is still no resolution of the concern, the grievant and any accused party, along with the departmental Vice President of the person accused, will meet with the Director of Human Resources and request resolution. After careful investigation and consideration of the issues the Director of Human Resources will make decisions and take action as deemed appropriate. The matter will end at this point, unless the grievant chooses to file a formal grievance.
Occasionally, situations may arise in which you would feel the need of a procedure by which specific actions could be objectively reviewed by neutral parties. The formal grievance procedures have been developed so that you will be able to follow an orderly process when seeking resolution of serious concerns that have not been resolved using the informal procedures. It is important to note that, in all cases, resolution with the parties directly involved (as outlined in the informal grievance procedures) should first be attempted. Only when all informal attempts have been exhausted should the following procedures be initiated.
The formal grievance procedures outlined below and on the following pages are available to all employees.
The Sr. Vice President, at any time during the grievance process, may personally meet with the grievant (and/or the accused) in an attempt to reach an agreement or resolution. If no agreement or resolution is reached, the grievance process shall continue.
The decisions relating to any formal grievance are reported to the entire staff, in an official staff business session, by the Sr. Vice President or Director of Human Resources. Decisions relating to grievances settled by informal/preliminary procedures are reported to the staff only in written concurrence of the parties involved.
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