The North Kansas City School District is interested in employee concerns and ideas for improving
the district. District employees are encouraged to discuss concerns with supervisors and the
administrative staff so that issues may be addressed in a timely fashion.
Because violations of Board policies, regulations and collective bargaining agreements are
particularly problematic, the Board has developed this formal process for addressing these
Grievance processing should be viewed as a positive and constructive effort to establish the facts
upon which the grievance is based and to accurately implement Board policies, regulations or
collective bargaining agreements. The Board strictly prohibits discrimination or retaliation against
an employee for filing a grievance and directs all district employees to cooperate in the grievance
process.If more than one (1) district grievance process might apply to a particular concern, the
superintendent or designee will decide which process will govern. If any part of a grievance includes
allegations of illegal discrimination or harassment, or if the grievance is factually similar to a
complaint filed by the same employee regarding illegal discrimination or harassment, the entire
grievance will be resolved in accordance with policy AC.
Grievance – An allegation by an individual employee that a collective bargaining agreement or a
specific, written, Board-adopted policy or regulation has been violated or misinterpreted. A
grievance does not include concerns regarding performance evaluations or remedial documents,
nonrenewal of contracts, employee discipline, reduction in force or termination. This policy does
not apply if another Board policy or regulation or state or federal law provides due process, a hearing
or a different method for addressing the issue.
Grievant – A district employee who has filed a grievance.
Performance Evaluations or Remedial Documents – Any assessment of employee performance
including, but not limited to, notice of deficiencies, job targets, professional development plans and
professional improvement plans.
Days – Calendar days, whether occurring during the regular school year or during the summer, but
excluding: weekends; district-designated holidays (whether on the original school calendar or
designated thereafter); winter and spring breaks and other Board-designated breaks; and closings due
to inclement weather, illness, natural disaster, or other emergencies.
1. Grievances must be filed within ten (10) days of the occurrence that is the basis of the
grievance. However, if the staff member is employed on less than a 12-month basis and the
incident that is the subject of the grievance occurs while the employee is on summer break,
the staff member will have ten (10) days from the start of the school year to file the
grievance. The grievance must be in writing, on the forms provided by the district, and
include a copy of the provision of the collective bargaining agreement, policy or regulation
alleged to be violated or misinterpreted, as well as a statement of the relief requested.
2. Grievances will be processed according to the step-by-step process outlined below, with the
following exceptions. If a person designated to hear a grievance is the subject of the
grievance, the grievance process will begin at the next highest step. If a grievance is directly
based on official Board action, the grievance shall be directed to the Board secretary. The
grievance may be heard by the Board at the sole discretion of the Board.
3. No new information may be added and no new claims may be made after Step 1. Each
subsequent appeal will address only the facts and issues presented at Step 1.
4. The deadlines established under this policy may be extended upon the written request of the
grievant or the supervisor, but the final decision regarding any extension shall be made by
the superintendent at his or her sole discretion. Investigation and reporting deadlines will be
extended when more time is necessary to adequately conduct an investigation and to render
a decision. The grievant will be notified when deadlines are extended.
5. Failure of the grievant to appeal within the timelines given will be considered acceptance of
the findings and remedial action taken. The district will not consider late appeals.
6. Once a decision is rendered under this grievance process, the decision is final. Grievance
decisions cannot be the subject of a new grievance.
7. Because the point of a grievance is to provide resolution outside the court system, an
employee is not entitled to bring an attorney to grievance proceedings. Once an attorney
becomes involved in the process, the superintendent or designee will refer the matter to the
district's private attorney and the grievance process will end.
Immediate Supervisor or Building Principal or Designee (Step 1)
1. Employees are encouraged to informally notify their immediate supervisor of a grievance.
If the issue is not resolved, the employee should submit a written grievance, on forms
provided by the district, to the immediate supervisor or building principal or designee within
ten (10) days of the occurrence of the event giving rise to the grievance. The written
grievance must clearly indicate that it is a grievance and specify which provision(s) of policy,
regulation or collective bargaining agreement were allegedly violated. If the grievance is not
filed within ten (10) days of the incident, the grievance will be deemed to have been waived.
2. Unless the time is extended with the permission of the employee filing the grievance, the
immediate supervisor or building principal or designee will investigate the matter and render
a decision in writing within ten (10) workdays of receiving the written grievance. A copy
of the decision will be provided to the grievant.
Associate Superintendent (Step 2)
This step may be omitted if the district director of elementary or secondary education serves as the
immediate supervisor at Step 1 or if the employee's supervisor is not under the direct supervision of
the district director of elementary or secondary education.
1. Within five (5) days after receiving the decision at Step 1, the grievant may appeal the
decision in writing, using forms provided by the district, to the associate superintendent. The
appeal must clearly state why the previous decision is erroneous.
2. The associate superintendent will, within ten (10) workdays of receipt of the appeal, review
the investigation and render a decision in writing to the grievant and the grievant's immediate
supervisor or building principal or designee.
Superintendent or Designee (Step 3)
1. Within five (5) days after receiving the decision at Step 2, the grievant may appeal the
decision in writing, using forms provided by the district, to the superintendent or designee.
The appeal must clearly state why the previous decision is erroneous.
2. The superintendent or designee will, within ten (10) days of receipt of the appeal, review the
investigation and render a decision in writing to the grievant, the district director of
elementary or secondary education, the principal or designee and the grievant's immediate
School Board or Board Committee (Step 4)
1. Within five (5) days after receiving the decision at Step 3, the grievant may appeal the
decision in writing, using forms provided by the district, to the Board of Education. The
Board of Education, at its sole discretion, may decide to hear the grievance. The Board will
investigate the grievance and render its decision within 30 workdays after receiving the
appeal. The ultimate decision of the grievance by the Board shall be final.
2. At the discretion of the Board president, a subcommittee of the Board of Education,
consisting of three (3) members that may include the officers of the Board, will be appointed
to investigate their grievance and render a decision. The Board subcommittee will review
the grievance documents and either render a final decision regarding the matter or decide to
hear the grievance with all parties present. The decision of the Board subcommittee shall be
final unless it is determined by the subcommittee that the grievance should be formally heard
by the entire Board.
A grievant will receive a written response or report regarding his or her grievance, but the grievant
and persons investigated in the course of the grievance are not entitled to view or receive copies of
the investigation file or notes taken during the investigation, unless required by law. If an employee
is disciplined as a result of the grievance, the discipline may be recorded in the employee's personnel
file and discussed with the employee. Information recorded in an employee's personnel file will not
be shared except as provided in Board policy or required by law.
* * * * * * *
Note: The reader is encouraged to check the index located at the beginning of this section
for other pertinent policies and to review administrative procedures and/or forms for
Revised: 03/08/2011; 10/18/2011
Cross Refs: BDDH, Public Participation at Board Meetings
HA, Negotiations with Employee Representatives
KL, Public Complaints
North Kansas City School District, Kansas City, Missouri
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