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Policy DGBA

In an effort to hear and resolve employee complaints in a timely manner and at the lowest administrative level possible, the board has adopted an orderly process that all employees must follow.  Employees are encouraged to discuss concerns or complaints with their supervisors or an appropriate administrator at any time. 

The formal grievance process provides all employees with an opportunity to be heard up to the highest level of management if they are dissatisfied with an administrative response.  Once all administrative procedures are exhausted, employees can bring concerns or complaints to the board of trustees.  For ease of reference, the district’s policy concerning the process of bringing concerns and complaints is reprinted as follows:

DGBA (LOCAL)

This policy provides employees an orderly process for the prompt and equitable resolution of grievances when a concern has not been resolved.  The Board intends that, whenever feasible, grievances be resolved at the lowest possible administrative level.  This policy shall not be construed to create new or additional rights beyond those granted by Board policy or law.

General Provisions:  A grievance must specify the individual harm alleged.  An employee is prohibited from bringing separate or serial grievances regarding the same event or action.  All time limits shall be strictly complied with unless modified by mutual consent.  Costs of any grievance shall be paid by the party incurring them.

Initiating Grievance:  Unless otherwise specified in policy, an employee shall initiate a grievance as provided at LEVEL ONE, below.

Level One:  An employee who has a grievance shall request a conference with the principal or immediate supervisor by submitting the grievance in writing on a form provided by the District.  The form must be filed within 15 days of the time the employee first knew or should have known of the event or series of events about which the employee is complaining.

The principal or supervisor shall hold the conference within seven days after receipt of the written request.  The principal and supervisor shall have seven days following the conference within which to respond.

Level Two:  If the outcome of the conference at Level One is not to the employee’s satisfaction or if the time for a response has expired, the employee may request a conference with the Superintendent or designee to discuss the grievance.  The request shall be in writing on a form provided by the District and must be filed within seven days following receipt of a response or, if no response is received, within seven days of the response deadline.

The Superintendent or designee shall hold the conference within seven days after receiving the written request.  The Superintendent or designee shall have seven days following the conference within which to respond.

Level Three: 

If the outcome of the conference at Level Two is not to the employee’s satisfaction or if the time for a response has expired, the employee may submit to the Superintendent or designee a request to place the matter on the agenda of a future Board meeting.  The request shall be in writing on a form provided by the District and must be filed within seven days following receipt of a response or, if no response is received, within seven days of the response deadline. 

The Superintendent or designee shall inform the employee of the date, time, and place of the meeting. 

The Superintendent or designee shall provide the Board with copies of the employee’s original grievance, all responses, and any written documentation previously submitted by the employee and the administration.  The Board is not required to consider documentation not previously submitted or issues not previously presented. 

The presiding officer may set reasonable time limits.  The Board shall hear the grievance and may request a response from the administration.  The District shall make an audiotape record of the Level Three proceeding before the Board.