Non-Union Grievances Info
A grievance is a formal complaint or dispute concerning the terms and conditions of your employment at the University of Montana. This page covers the grievance procedures available to non-union staff and to contract administrators, professionals, Letters of Appointment, and Law School faculty.
Note: These grievance procedures do not apply to complaints of discrimination, harassment, or retaliation. Those complaints are handled through the Office of Conflict, Resolution and Policy. Visit the Equal Opportunity and Title IX page for more information.
Who This Applies To
Staff | Contracts
If you are covered by a collective bargaining agreement, your grievance rights are governed by your applicable CBA. Contact HRS or your union representative for guidance.
Which process applies to you?
Two separate non-union grievance procedures exist depending on your employment category. Review the descriptions below to identify which applies to your situation.
Non-Union Staff Grievance: Applies to permanent staff employees who are not covered by a collective bargaining agreement. This includes classified and skilled craft employees who are not represented by a union.
Contract Grievance: Applies to MUS contract administrators, contract professionals, employees on Letters of Appointment, and Law School faculty who do not report directly to the President. Employees who report directly to the President may use the Board of Regents grievance procedure.
If you are unsure which process applies to your situation, contact HRS before proceeding.
Frequently Asked Questions
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A grievance concerns the terms and conditions of your employment such as discipline, working conditions, or policy application. A discrimination complaint concerns treatment based on a protected characteristic such as race, sex, religion, disability, or age. Discrimination complaints are handled through the Office of Conflict, Resolution and Policy, not through these grievance procedures.
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Yes. Mediation is a voluntary, confidential process available to all employees to resolve workplace disputes before or instead of filing a formal grievance. Visit the Mediation page for more information. Using mediation does not waive your right to file a grievance, but the time limits for the grievance procedure continue to run during mediation unless the parties agree to extend them.
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Time limits at each step are important. Missing a deadline may affect your ability to proceed to the next step. Contact HRS as soon as possible if you are concerned about a deadline. Time limits may be extended by mutual agreement of both parties at any step.
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Yes. Either party may be represented by professional or legal counsel at the formal hearing. If you choose to have representation, you must notify the other party in writing in advance.
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Yes. Employees covered by the contract grievance procedure are explicitly protected from demotion, termination, or any other form of retaliation for initiating a grievance. This protection applies to both procedures as a matter of University policy and applicable law.
Contact This Team
For general questions, please submit a ticket through AskHR, email askhr@umontana.edu, or call 406-243-6760.
Because grievance-related questions involve sensitive personnel information, you may also direct questions to your Client Partner.