HARRY HUGHES, Governor                                    1471

employee may continue to work with pay pending the disposition of
the charges.

13-1A-06.

(a)  In cases of appeal to an arbitrator, each party is
responsible for any expense incurred in the preparation and
presentation of its own case and for any record or transcript it
may desire.

(b)  [If time is spent in handling grievances by an employee
and his representative and if the representative is a University
employee, the time is with full pay at the basic straight time
wage or salary rate for scheduled work time spent during the
regular work day or shift. Paid time is not allowed for time
spent in grievance handling outside of the regular shift. Upon
the formal or informal initiation of a grievance, one employee

may be designated as grievance procedure representative and he
may not suffer any loss of pay for investigating, processing, or

testifying in any step of the grievance procedure.] UPON THE

FORMAL OR INFORMAL INITIATION OF A GRIEVANCE AN EMPLOYEE
DESIGNATED AS A GRIEVANCE PROCEDURE REPRESENTATIVE SHALL NOT
SUFFER ANY LOSS OF PAY FOR INVESTIGATING, PROCESSING OR
TESTIFYING IN ANY STEP OF THE GRIEVANCE PROCEDURE. RELEASE TIME
FROM NORMAL WORK SCHEDULES IS TO BE GRANTED ALL WITNESSES TO
ATTEND GRIEVANCE HEARINGS. EXPENSES INCURRED IN CONNECTION WITH
ATTENDANCE BY EMPLOYEES AT GRIEVANCE HEARINGS SHALL BE BORNE BY
THE EMPLOYEE'S DEPARTMENT.

(c) Similar grievances may be consolidated and processed
together as a single issue. Where a number of individual
grievances have been reduced into a single grievance, not more
than three employees selected by and from the group may be
excused from work to attend a grievance meeting called by the
responsible administrator at step one [or step two] and not more
than five employees at steps [three, four,] TWO and [five] THREE
unless, at any step, prior permission is granted by the person
hearing the grievance.

(d)  Employee complaint forms shall be available in the
campus personnel department. The University form shall be used.

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(e)  It is the responsibility of the head of each
organizational unit to assure that each employee understands the
channels of communication and appeal, specifically who is [his
designated supervisor for purposes of the grievance procedure,
who is his] THE department head or chairman and who acts [for
each of them] in their absence. [In the absence of a specific
designation, the employee may assume his immediate supervisor is
the appropriate authority at the first step.]

(f)  An employee may not leave [his] THE post of duty to
engage in grievance handling without the knowledge of and
permission from [his] THE designated supervisor.