Human Resources Policies


UMB Guidelines and Procedures on Grievances for Exempt and Nonexempt Staff Employees

Human Resources   |   Approved May 23, 1997

Responsible VP/AVP

Dawn M. Rhodes, DBA, MBA

Policy Statement

  1. Employees and supervisors should make every effort to resolve conflicts informally. Employee/Labor Relations, Human Resource Services, is also available to advise and assist in problem resolution. If informal measures are unsuccessful, employees may utilize the formal grievance procedure.
  2. Grievance and Appeal forms are available from Employee/Labor Relations, Human Resource Services.
  3. When a grievance is filed with Human Resource Services, an Employee/Labor Relations representative will attempt to resolve the matter in the best interests of both the school/department and the employee. This process may involve either an informal meeting with all parties or separate discussions with the representative acting as a liaison.
  4. If informal efforts to resolve the issues are unsuccessful and a formal hearing is scheduled, the Employee/Labor Relations representative assumes the role of the UMB management representative. The employee may seek representation or be self-represented.
  5. Resolution acceptable to all parties is encouraged throughout the formal grievance process.
  6. Grievances at Step Two of the procedure involving UMB specific issues, shall be filed with: Associate Director, Employee/Labor Relations, Human Resource Services, University of Maryland Baltimore, 620 W. Lexington St., Third Floor, Baltimore, MD 21201.
  7. Grievances at Step Two of the procedure, involving system-wide issues, shall be filed with: Director of Human Resources, University System of Maryland Administration, 3300 Metzerott Road, Adelphi, MD 20783.
  8. Grievances unresolved at Step Two, may be appealed to the Office of Administrative Hearings, 11101 Gilroy Road, Hunt Valley, MD 21031-1301.
  9. Employees may request witnesses at Steps One and Two of the grievance procedure, but witnesses are not legally required to appear. At Step Three, the Office of Administrative Hearings has the legal authority to summons witnesses to appear.
  10. Either party may make procedural motions at the outset of a hearing. Typical procedural motions include timeliness of appeal, grievability, or sequestration of witnesses.
  11. Questions regarding this policy should be directed to the Employee/Labor Relations, Human Resource Services.
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