Feedback Wanted: Revised PSU Complaint Policy

 Policy changes indicated in red type

D. Employee Relations

12.  EmployeeComplaint and Grievance Procedures

12.1       Authority

12.1.1       The Chancellor, in consultation with the Administrative Board, is authorized by BOT V.C.2.1, 3.1, and 3.2 to adopt employment policies which will maximize the efficient and effective use of USNH Human Resources, ensure compliance with all applicable federal and state laws, and provide for a well-coordinated system of public higher education.

12.2       Delegation

12.2.1       Each component institution shall establish a procedure for the resolution of employee grievances that shall be consistent with the requirements of this policy. The initial adoption and any subsequent amendment of an institutional grievance procedure shall be effective only after review and approval by the USNH General Counsel and USNH Director of Human Resources.

12.2.2       Each component institution shall establish a mechanism for considering employee complaints. Complaint procedures may not be used to address termination of employment. The definition of issues to be considered under the complaint mechanism may be broader than that of a grievance complaint. Such non-grievance complaint resolution mechanisms shall not, and shall not be construed to, provide employees any rights other than the right to have a complaint heard and considered. They also shall not bind the institution to a particular outcome or course of action or in any other way limit the institution's discretion to determine an appropriate outcome or course of action.       A complaint may be filed to address inappropriate workplace behavior, whether by verbal or physical behavior or electronic means, which  is conducted by one or more persons against another or others that is harmful or inhibits their accomplishment of work or inclusion as members of the college/university community. It may include abuse of power. These behaviors may result in disciplinary actions, including termination. Examples of such conduct which may, if continued or repeated, constitute inappropriate workplace behavior may include, but are not limited to:

  • Spreading rumors, hurtful gossip or innuendo
  • Yelling, public reprimands, name-calling, mocking, insulting or ridiculing
  • Unwanted physical contact or physical gestures that intimidate or threaten
  • Stealing or taking credit for another’s work
  • Withholding information essential to perform one’s job
  • Ignoring a coworker such that the coworker is unable to perform her/his job
  • Ostracism, isolation, humiliation, dissociation or exclusion from others

D. Employee Relations

3.  Safety

3.1      A safe and secure environment is a fundamental prerequisite for fulfilling the University System of New Hampshire's mission of teaching, research and public service. Every employee is a member of the University System community and an integral participant in the mission of teaching and research. As such, each staff member is expected to exhibit a high degree of professionalism and personal integrity at all times.  No member of the University System community may discriminate against any employee or student (see USY.V.B.5) or engage in conduct that is harmful or inhibits an employee from performing job responsibilities or fully participating in the campus/workplace. The role of prevention is to be proactive so employees feel safe. Various components of prevention include hiring practices, interpersonal relations, safety training, and training in issues and recognition of safety, the workplace environment, workplace violence, effective policies and disciplinary procedures. (See USY V.C.8.2 and USY V.C.9.11.1). Employees have a right to work in safe surroundings, and the institutions of the University System of New Hampshire are strongly committed to providing a safe work environment. Institutional responsibilities include the following:

3.1.1       Communicate safety policy, programs and reporting structure to all employees.

3.1.2       Encourage employee awareness of safety and health risks.

3.1.3       Encourage employees to report observed hazards, violations of policy or risks of potential workplace violence or harmful work environment they observe.

3.1.4       Comply with N.H. Workers' Compensation Law, RSA 281-A.

3.1.5       Comply with N.H. Public Employee Health and Safety Regulations RSA 277

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Feedback Wanted: Administrator Selection Task Force (Policy)

Administrator Selection Task Forces


A. Composition:

Per PSU policy, elected faculty members should comprise the majority of most Administrator Selection Task Forces. The Faculty Steering Committee shall consult with the administration, as well as representatives of the Student Senate, PAT Senate, and O.S. Senate, to determine the appropriate composition for each task force.

Two PAT representatives to any potential Task Force will be elected by the PAT Senate annually. A first and second representative will fill the first two positions on any new Task Force created during their annual term of election barring any special Task Force requirements such as representation from a specific division, department or office. In cases where there is a special Task Force requirement for specific representation, a special election shall be held for the needed representation given sufficient time (minimum two weeks’ notice) otherwise the PAT Speaker may solicit volunteers to appoint as representatives to meet the Task Force’s special requirements.

PAT representatives who start serving on a given Task Force shall serve for the duration of the Task Force as specified by the Faculty Steering Committee even if the Task Force functions beyond the expected annual term of the elected representatives.

B. Function:

The Steering Committee shall call a special election to create a Task Force to search for each of the following positions as needed:

(1) Provost & Vice President for Academic Affairs

(2) Vice President for Financial Affairs

(3) Vice President for Student Affairs

(4) Executive Director of University Relations

(5) Associate Vice President for Undergraduate Studies

(6) Associate Vice President for Graduate Studies

(7) Dean of Students

(8) Senior Associate Director of Admissions

(9) Chief Information Officer

(10) Academic Deans (such as the Dean of the Frost School, the Dean of Undergraduate Studies, the Dean of the Academic Experience)

Each Task Force shall follow Human Resources guidelines for searches.

For Presidential searches, the USNH Trustees shall consult with the Steering Committee to elect faculty members to the search committee.


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