Dispute Resolution Policies - Classified Staff

The following options are available to Regular Classified Staff, scheduled to work at least 0.5 FTE for 6 months or more. For Policies applicable to other employment categories, visit the Dispute Resolution page.

Personnel Policies

Classified Staff may appeal these personnel matters:

  • performance appraisals
  • application of reduction in force/layoff policy
  • reassignments
  • disciplinary action
  • transfers

Job classifications, verbal warnings, HR or ABOR policy violations, raises, and discrimination are excluded from the dispute resolution procedure.

Appeal Process Applicable Policy

Appeals move through the process at successively more senior levels of organizational leadership:

  1. Immediate Supervisor
  2. Department Head/Unit Administrator
  3. Dean/vice president
  4. Senior Vice President and Chief Human Resources Officer, who will call for:
    • Investigation and Review
    • Hearing for application of reduction in force/layoff policy or suspension without pay

Initial deadline: 30 calendar days from the time employee knows, or should know, of action/issue in dispute

Classified Staff Policy 406.0

Discharge from Employment

Does not apply to reduction in force/layoffs.

Appeal Process Applicable Policy

A written appeal must be filed with the Senior Vice President and Chief Human Resources Officer.

Deadline: 10 working days from the employee's receipt of written notification of discharge.

The Senior Vice President and Chief Human Resources Officer will determine whether correct procedural steps were followed.

A hearing is held before a 3-member panel from the Staff Dispute Resolution Committee.

Classified Staff Policy 406.0

Discrimination or Sexual Harassment

The University of Arizona Nondiscrimination and Anti-harassment policy prohibits discrimination on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity, or genetic information.

Appeal Process Applicable Policy

Complaints are investigated by the Office of Institutional Equity (OIE).

Deadline: 180 days from the most recent alleged act of discrimination

OIE’s finding of fact is not subject to appeal. However, the employee may appeal any disciplinary action imposed by following the normal appeals process listed above

Nondiscrimination and Anti-harassment Policy

Process for Distributing Merit Increases

Appeal Process Applicable Policy

Written appeal must be filed with the unit dean/vice president.

The dean/vice president’s decision is final.

Classified Staff Policy 308.0

Whistleblower Complaint

The Arizona Board of Regents “Protection of Employees from Reprisal for Whistleblowing” designates an appeal process when an employee believes an adverse personnel action was taken against him or her in retaliation for the employee making a good faith disclosure of alleged wrongful behavior.

Appeal Process Applicable Policy

Appeal is submitted to and investigated by a university officer such as president, provost, vice-provost, vice-president, dean, or non-academic department director.

University officer issues decision within 45 days which is then implemented by the immediate supervisor within 10 days.

Deadline: Employee may request a hearing within 15 days of receipt of University officer’s decision.

Arizona Board of Regents Policy 6-914