Dispute Resolution Policies - Faculty

The following options are available to Faculty, 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.

Annual Performance Review

This section applies to annual performance reviews of all faculty members, except those faculty members who are appointed with an "Adjunct" or "Visiting" title on their Notices of Appointment or Reappointment and/or those faculty members who are not tenure-eligible and whose Notices of Appointment or Reappointment provide a short-term appointment period of 6 months or less.

Appeal Process	Applicable Policy
Appeal is made in writing to the head of the next administrative level, normally the dean. Appeal must state: The findings being appealed The points of disagreement The facts in support of the appeal The corrective action sought Deadline: 30 days from receipt of performance review Post-tenure faculty who receive an Unsatisfactory rating are required to enter a Faculty Development Plan or Performance Improvement Plan, depending on the extent of deficiency. If there is a finding of unsatisfactory improvement following the Faculty Development Plan, the finding may be appealed to the next administrative level.	University Handbook for Appointed Personnel 3.2.03

Denial of Promotion or Tenure (Tenured or Tenure-Eligible Faculty)

Appeal Process	Applicable Policy
Provost’s decision may be appealed in writing to the president. Deadline: 30 days after notice President’s decision is final.	University Handbook for Appointed Personnel 3.3

Contract Nonrenewal

Tenure-Eligible Faculty

Appeal Process	Applicable Policy
Provost’s decision not to renew a contract may be appealed in writing to the president Deadline: 30 days after notice President’s decision is final.	University Handbook for Appointed Personnel 3.4

Career-Track Faculty

Appeal Process	Applicable Policy
Department head's decision may be appealed in writing to the dean of the college or, in single-department colleges, to the provost. Deadline: 15 days from receiving the decision The decision of the dean or provost is final.	University Handbook for Appointed Personnel 3.4

Dismissal or Suspension

Applies to tenured and career-track faculty

Appeal Process	Applicable Policy
Recommendation for suspension or dismissal is sent to the president: Faculty may appeal the recommendation to the president. Deadlines 10 days after date recommendation is sent to president Within 7 days, president refers the appeal to Committee on Conciliation, which attempts to reach a resolution. If conciliation fails, the president shall provide the faculty member a written notice of dismissal or suspension: Committee on Academic Freedom and Tenure (CAFT) will begin the process of a formal hearing. Notice of suspension or dismissal: Faculty may file an appeal with president and with chair of the Committee on Academic Freedom and Tenure (CAFT) with detailed statement of position and copy of notice of dismissal or suspension. Deadline: 10 days after receipt of notice	Arizona Board of Regents Policy Manual 6.201, sections (J)(1), (J)(2), and (L)(3)

Grievances and Complaints by or against Faculty Members

This procedure applies to complaints that are not provided for in Chapter 3 of the University Handbook for Appointed Personnel. That chapter covers appeals for such issues as performance evaluation, appointment, nonrenewal, promotion, continuing status, and tenure.

Appeal Process	Applicable Policy
Grievance or complaint is 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 from receipt of immediate administrator’s decision. Decision at next administrative level is not subject to further administrative review. If a grievance or complaint is not resolved through administrative review, members of the General Faculty may utilize the grievance policies and procedures in Article VII of the Bylaws of the General Faculty of the University of Arizona. Faculty who are not members of the General Faculty may file a petition with the Committee on Conciliation and, if conciliation is not possible, then subsequently with the Committee on Academic Freedom and Tenure (CAFT).	University Handbook for Appointed Personnel Chapter 6 Bylaws of the General Faculty of the University of Arizona

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 Deadline: 180 days from the most recent allegedly discriminatory act OIE’s finding of fact is not subject to appeal. However, the employee may appeal any disciplinary action imposed by following the relevant appeals process.	Nondiscrimination and Anti-harassment Policy

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