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1. Controlled Affiliated Organizations: 麻豆传媒映画出品 Intercollegiate Athletic Association, Inc., 麻豆传媒映画出品 State University Union Corporation, 麻豆传媒映画出品 Innovation Alliance, Inc., and WSIA Investments Corporation.
2. Dispute: A "Dispute" means a claim that the University has applied a policy or process to an employee unfairly or inconsistently. Examples of situations excluded from this process are complaints concerning wages, performance evaluations, and separations of employment.
3. Dispute Resolution Request: A "Dispute Resolution Request" is a timely and written formal document filed by an employee to request to resolve a dispute
4. Employee: An "Employee" is an individual who provides services to the University on a regular basis in exchange for compensation and receives a W-2 for such services. This includes temporary and part-time Employees.
5. Supervisor: A "Supervisor" shall mean individuals at the University, who the Employee filing the dispute resolution reports to.
6. Senior Leadership: "Senior Leadership" shall mean individuals at the University who have employees reporting to them, are in a position at the Director/Department Chair level or above who are not in the chain of command of the employee initiating the Dispute Resolution, and are not involved in the Internal Dispute Resolution Process for the current situation.
7. University: The "University" shall mean 麻豆传媒映画出品 any Controlled Affiliated Organization that adopts this Policy in writing.

Step I: Review

1. The employee notifies their assigned Human Resources Business Partner (HRBP) of the Dispute and requests to utilize the Internal Dispute Resolution Process. The HRBP discusses the request with the employee. The HRBP determines if the situation meets the criteria of a Dispute, or advises the employee of an alternative course of action, such as informal conflict resolution.
2. If it is determined that the Internal Dispute Resolution Process will be utilized, the employee completes an Internal Dispute Resolution Request Form (Form) and submits it to their HRBP. The Form must be dated and filed within ten (10) University business days from the latest documented attempt at resolution, not to exceed twenty (20) University business days from the date of the original event leading up to the Dispute Resolution Request.
3. Upon receipt of the Form, the HRBP will inform the Supervisor of the Dispute Resolution Request.
4. The HRBP determines the Senior Leadership to review the Dispute. When possible, the HRBP will choose Senior Leadership who has experience with a workforce with similar duties or responsibilities. The HRBP will provide the Senior Leadership with the Form and any document submitted with it.
5. Senior Leadership will review the Form and submitted documentation, and may schedule a meeting with the employee.
6. Senior Leadership will provide a decision via written response to the employee, the HRBP, and the Supervisor, not to exceed twenty (20) University business days of the date of the Dispute Resolution Request.

Step II: Appeal

1. If the employee is unsatisfied with the response from Step I: Review, the employee can proceed to Step II: Appeal, by submitting Step II of the Internal Dispute Resolution Request Form to their HRBP. The Form must be filed within ten (10) University business days from the date of the decision from Step I: Review.
2. Upon receipt of Step II: Appeal, the HRBP will inform the Senior Leadership and Supervisor of the Dispute Resolution Appeal.
3. The HRBP will provide all applicable documents to the Executive Director of HR for further review. This will include all documents submitted in Step I, the Senior Leadership decision, and Step II documents.
4. The Executive Director of HR will review the submitted documentation, and may schedule a meeting with the employee.
5. The Executive Director of HR will provide a decision via written response to the employee, Senior Leadership, and Leadership, not to exceed twenty (20) University business days of the date of the Dispute Resolution Request in Step II: Appeal.
6. The decision of the Executive Director of HR shall be final and is not subject to further administrative review by any officer or committee of the university or by the Board of Regents.