A grievance arises when a student believes, based on established administrative policies and procedures, that he or she has been treated in an arbitrary or capricious manner by a University department or a representative of the University.
Grievances Covered by This Policy
A grievance against a University official arises when a student believes he or she has been subjected to inappropriate behavior by a department or University representative (faculty or staff) acting within their role and duty.
A grievance of personal misconduct by a faculty member or other University employee arises when a student believes he or she is the subject of inappropriate behavior outside of the employee’s role and duties within the University.
Issues of sexual harassment or discrimination: These issues should be referred to the Title IX Coordinator. For more information, please visit the Title IX website here
Grievances Not Covered by This Policy Include
Grade disputes: The grievance process for grade disputes can be found at here.
Informal Grievance Resolution
Prior to bringing a grievance forward against a University office or representative acting within their role or duty, students are encouraged to attempt a good-faith resolution of the grievance. This attempt may be made with the party directly involved with the disputed matter, or with the head of the department or unit in which the grievance arises. Please note that there are cases when it is appropriate to go directly to the formal grievance resolution process. Attempts at information resolution should be initiated within 30 days of the incident in dispute.
Formal Grievance Resolution
Should a situation arise in which a student is unable to resolve his or her grievance informally, the University’s formal grievance process may be employed. This process, outlined below, should also be initiated within 30 days of the failed informal resolution if applicable.
A formal grievance is presented in writing to the Associate Vice Chancellor /Dean of Students (125 Umstead Hall). This written grievance must include the following:
Name, address and telephone number of the person making the grievance;
Identification of the office or individual against whom the grievance is brought;
A description of the specific University action or individual behavior resulting in this grievance;
The date or period of time in which the behavior occurred and the location of the incident; and
A listing of all individuals who witnessed any part of the incident in dispute.
Upon receipt of the formal grievance, a designee is appointed by the Associate Vice Chancellor/ Dean of Students to investigate the dispute.
If the grievance involves a University office or representative acting within their role or duty, the investigator determines the involvement of pertinent supervisors, department chairs and deans in the investigation. Depending upon the grievance, pertinent data (interviews, etc.) will be gathered by the investigator or the University office involved in the grievance. This data is then presented to the department for resolution.
If the grievance is based on personal misconduct by a faculty member or other University employee, the investigator gathers pertinent information and presents it to either the Provost (faculty complaint) or the Director of Employee Relations & Staff Development (staff complaint).
If a complaint cannot be resolved after exhausting East Carolina University's procedure described above, the student may file a complaint with the following agencies:
SARA North Carolina--North Carolina State Education Assistance Authority (NCSEAA)
P.O. Box 14103Research Triangle Park, NC 27709T: (855) SARA-1-NC (727-2162) T: (919) 549-8614 ext. 4667www.saranc.orgwww.saranc.org/complaint.html
P.O. Box 14103
Research Triangle Park, NC 27709
T: (855) SARA-1-NC (727-2162)
T: (919) 549-8614 ext. 4667