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Professional

Dispute Resolution Options - Professional (Appointed Personnel)

Refer to applicable policies for additional information on eligibility, timelines and procedures.

Annual performance review
Contract non-renewal (continuing eligible)
Continuing status denial
Dismissal
Grievances by or against appointed personnel not covered under UHAP chapters 3, 4 and 5
Discrimination
Promotion denial
Sexual harassment
Suspension
Whistleblower complaint (An appeal of an adverse personnel action which employee believes is based upon their prior disclosure of alleged wrongful conduct)

Professional

Issue	Reporting Process	Applicable Policy
Annual performance review	Requests for review are made in writing to the administrative head of the next level e.g. the person to whom your supervisor reports. Deadline: 30 days after receipt of performance review.	University Handbook for Appointed Personnel 4.08.05
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Contract nonrenewal for a continuing eligible professional	Appeals filed with the President. Deadline: 30 days after notice of the Provost's decision denying contract renewal. President’s decision is final.	University Handbook for Appointed Personnel 4.16
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Continuing status denial or promotion denial	Appeals filed with the President. Deadline: 30 days after notice of the Provost's decision denying continuing status or promotion. President’s decision is final.	University Handbook for Appointed Personnel 4.16
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Dismissal or suspension	Written requests filed with President and/or Committee on Conciliation. The Committee will review and investigate the claim Committee submits findings and recommendations to the President for approval. If employee is willing to accept precedents determined, then the case is closed. OR If the employee does not accept the determination then the case will go to the Committee on Academic Freedom and Tenure (CAFT) for a formal hearing.	UHAP 4.20, ABOR-PM 6-301(I)(2) and ABOR-PM 6-301(K)
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Grievances and complaints by or against appointed personnel of the University that are not provided for in Chapters 3, 4 and 5 of the University Handbook for Appointed Personnel (UHAP). Those chapters cover appeals for issues such as performance evaluation, appointment, nonrenewal, promotion, continuing status, and tenure.	Grievance or complaint filed with the immediate administrative head of the individual about whom the grievance or complaint is made. Deadline: 30 days for compensation issues 90 days for all other issues The immediate administrator's decision may be appealed to the next administrative level Deadline: 10 days of receipt. Decision at next administrative level is not subject to further administrative review. If a grievance or complaint is not resolved through administrative review, a petition may first be filed with the Committee on Conciliation. If conciliation is not possible, then a petition for hearing may subsequently be filed with the Committee on Academic Freedom and Tenure (CAFT). CAFT hearing panel issues a recommendation to President. President's decision is final.	University Handbook for Appointed Personnel 6.02 (If not resolved at the administrative level covered in 6.02 and 6.03, see University Handbook for Appointed Personnel 6.04 which provides for a CAFT hearing.)
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Discrimination on the basis of race, color, religion, sex, national origin, age, disability, veteran’s status, gender identity, or sexual orientation.	Complaints are investigated by the Office of Institutional Equity Deadline: 180 days of the most recent allegedly discriminatory act	Interim Nondiscrimination and Anti-Harassment Policy
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Sexual harassment (See policy link for definition).	Complaints are investigated by the Office of Institutional Equity Deadline: 180 days of the most recent allegedly discriminatory act	Sexual Harassment Policy (also found in University Handbook for Appointed Personnel 2.16)
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Whistleblower complaint (An appeal of an adverse personnel action which an employee believes is based on their prior disclosure of alleged wrongful conduct).	Appeal is submitted to and investigated by a university officer designated in the policy such as president, provost, vice-provost, vice-president, dean, or non-academic department director. Deadline: 30 days after becoming aware of the adverse personnel action University officer issues decision within 45 days which is then implemented by the immediate supervisor within 10 days Employee may request a hearing within 15 days of receipt of University officer’s decision	Arizona Board of Regents 6-914 (also found in University Handbook for Appointed Personnel 2.19)
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