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Dean: The dean is responsible for reviewing Salary Equity Grievance Appeals when serving as the next level of supervision and for determining whether grievance procedures were correctly followed at the Primary Unit level. The dean ensures that appeal reviews are completed within required timelines and that outcomes are communicated in writing. The dean also approves Primary Unit Salary Equity Grievance procedures and retains records of approved procedures for all reporting units.����

Eligible Faculty: Eligible Faculty members are responsible for reviewing their base salary information and, where applicable, identifying potential concerns related to Salary Equity within their Primary Unit. An Eligible Faculty member who believes their base salary is not comparable to that of Relevant Comparators performing Substantially Similar Work may initiate a Salary Equity Grievance in accordance with this policy. In submitting a grievance, the Eligible Faculty member is responsible for providing a written statement that identifies the factual basis of the concern, potential Relevant Comparators, and acknowledgment that Salary Equity Exceptions may lawfully account for salary differences. Eligible Faculty members are also responsible for submitting any grievances and appeals within the timelines established by this policy and for directing grievances involving protected class discrimination or retaliation to the Office of Institutional Equity and Compliance (OIEC).������

Office of Institutional Equity and Compliance: The Office of Institutional Equity and Compliance (OIEC) is responsible for reviewing grievances and allegations involving protected class discrimination or retaliation. When such allegations arise in connection with a Salary Equity Grievance or Appeal, OIEC conducts the appropriate review in accordance with applicable policies, and the grievance process is suspended pending OIEC review.����

Office of the Provost: The Office of the Provost is responsible for maintaining institutional oversight of Salary Equity Grievance and Appeal procedures. The Office develops and maintains grievance and appeal forms, retains official files of approved procedures, consults with reviewing administrators during grievance and appeal reviews, and convenes and supports the Salary Equity Grievance Appeal committee.����

Primary Unit: The Primary Unit is responsible for reviewing Salary Equity Grievances submitted by Eligible Faculty in accordance with its established Annual Salary Equity Review procedures. The Primary Unit must identify and assess Relevant Comparators, determine whether there is a basis for the grievance, and document the outcome of its review. The Primary Unit is responsible for communicating the results of the review in writing within the timelines established by this policy and for maintaining written Salary Equity Grievance procedures that comply with this policy.������

Provost and Executive Vice Chancellor for Academic Affairs: The Provost serves as the final level of appeal for Salary Equity Grievances and issues final, non-appealable decisions following review of grievance appeals. The provost considers the findings and recommendations of the Salary Equity Grievance Appeal committee and communicates final decisions in writing to the Grievant and relevant administrators. The provost also approves college and school Salary Equity Grievance Appeal procedures.����

Supervising Administrator: The Supervising Administrator is responsible for receiving and managing Salary Equity Grievances within the Primary Unit and for ensuring that grievance reviews are conducted in accordance with established procedures and timelines. The Supervising Administrator reviews submissions for completeness, returns incomplete grievances for correction, and communicates finalized review outcomes to the Grievant in writing using prescribed forms. If a grievance includes allegations of protected class discrimination or retaliation and was not already directed to the Office of Institutional Equity and Compliance (OIEC) by the Grievant, the Supervising Administrator must refer those allegations to OIEC and halt the grievance process pending OIEC review.

IV. Policy Statement��

1. Salary Equity Grievance Submission and Review
   1. An Eligible Faculty member who believes their Base Salary is inconsistent with requirements of equal pay for Substantially Similar work is entitled to submit a Salary Equity Grievance to their Primary Unit Supervising Administrator requesting a review of their Base Salary.
   2. The Salary Equity Grievance must be in writing; must contain a specific factual description of the basis of the grievance, including any previous formal or informal attempts to resolve the salary difference; must identify one or more potential Relevant Comparator(s); and must include a statement that the Grievant is aware that Salary Equity Exceptions exist that may account for wage differentials between Eligible Faculty members doing Substantially Similar Work.
   3. The Primary Unit must conduct a review of the Grievant’s Base Salary in accordance with the Primary Unit’s procedures for Annual Salary Equity Review, which includes identification of Relevant Comparator(s) within the Primary Unit.
   4. If no Relevant Comparator(s) exist, there is no basis for the Salary Equity Grievance and the Salary Grievance procedure is concluded by the Primary Unit Supervising Administrator, subject to section IV.B of this policy.
   5. An Eligible Faculty member whose Salary Equity Grievance is based on claims of protected class discrimination or retaliation (see Administrative Policy Statement 5065) must submit their grievance to the CU �鶹ӰԺ Office of Institutional Equity and Compliance (OIEC). The process for Salary Equity Grievance will be halted by the Supervising Administrator pending OIEC review.
   6. If a Supervising Administrator receives a Salary Equity Grievance that includes allegations related to protected class discrimination or retaliation, they must report such allegations to OIEC. The process for Salary Equity Grievance will be halted by the Supervising Administrator pending OIEC review.
   7. The Supervising Administrator is permitted to inform the Office of the Provost and University Counsel of the status of the report to OIEC.
   8. The salary equity grievance submission and review process must be completed in compliance with section V. Procedures of this policy.
2. Salary Equity Grievance Appeal
   1. If an Eligible Faculty member believes that the outcome of their Salary Equity Grievance was significantly impacted because of a specific deviation within the Salary Equity Grievance process by the Supervising Administrator they may appeal the outcome of their Salary Equity Grievance to the next level or levels of supervision. ��
   2. The only grounds of appeal available are that the Salary Equity Grievance procedures were not correctly followed at the Primary Unit level. Appeals must be made in compliance with section V. Procedures of this policy.
   3. The final level of appeal of a Salary Equity Grievance Appeal is the provost. The decision of the provost is final and may not be appealed to any other officer of CU �鶹ӰԺ. This provision does not interfere with the right of a faculty member to file a grievance with the University of Colorado Faculty Senate grievance committee as provided in Regent Law Article 5.D and Regent Policy 5.G.
   4. An Eligible Faculty member who alleges protected class discrimination or retaliation in the determination of their Salary Equity Grievance Appeal (see Administrative Policy Statement 5065) must submit their concern to OIEC. The process for Salary Equity Grievance Appeal will be halted pending OIEC review.
   5. If an administrator above the level of the Supervising Administrator receives a Salary Equity Grievance Appeal that includes allegations related to protected class discrimination or retaliation, they must report such allegations to OIEC. ��The process for Salary Equity Grievance Appeal will be halted pending OIEC review. The administrator above the level of the Supervising Administrator The Supervising Administrator is permitted to inform the Office of the Provost and University Counsel of the status of the report to OIEC.
3. Adjustments to Base Salary Resulting from Salary Equity Grievance Review
   1. Any adjustment to an Eligible Faculty member’s base salary that results from a Salary Equity Grievance review process must be made in accordance with the adjustment process and procedures in the CU �鶹ӰԺ Faculty Salary Equity Policy.
4. Establishment, Circulation, Review and Retention of Primary Unit Salary Equity Grievance Procedures
   1. Each Primary Unit must establish Salary Equity Grievance procedures to ensure that the Salary Equity Grievance of any Eligible Faculty member is dealt with in a fair and timely manner. This process must comply with the CU �鶹ӰԺ Faculty Salary Grievance Policy and must include a time frame for concluding the Salary Equity Grievance process within the Primary Unit.
   2. If there are multiple Primary Units within a school or college, all Primary Unit Salary Equity Grievance procedures must have a uniform time frame for concluding the Primary Unit Salary Equity Grievance process within the Primary Unit.
   3. Primary Unit Salary Equity Grievance procedures must be made available to all Eligible Faculty members in the Primary Unit by the unit leader.
   4. Primary Unit Salary Equity Grievance procedures and any revisions of those procedures must be approved by the dean and the provost (or designee).
   5. The dean’s office must retain a file of Salary Equity Grievance procedures for all Primary Units that report to the dean.
   6. The Office of the Provost must retain a file of all Primary Unit Salary Equity Grievance procedures.
5. Establishment, Circulation, Review and Retention of College and School Salary Equity Grievance Appeal Procedures��
   1. Each college and school that is not a Primary Unit must establish Salary Equity Grievance Appeal procedures to ensure that the appeal by any Eligible Faculty member is conducted in compliance with section V. Procedures of this policy. This process must comply with the CU �鶹ӰԺ Faculty Salary Grievance Policy and must include a time frame for concluding the Salary Equity Grievance appeal process within the college or school.��
   2. College and school Salary Equity Grievance Appeal procedures must be published in a venue accessible to all Eligible Faculty members in the college or school.
   3. College and school Salary Equity Grievance Appeal procedures and any revisions of those procedures must be approved by the provost (or designee).
   4. The Office of the Provost must retain a file of all college and school Salary Equity Grievance Appeal procedures. ����

V. Procedures

1. Salary Equity Grievance Submission and Primary Unit Review ��
   1. The Eligible Faculty member will submit their Salary Equity Grievance to the Primary Unit using a form created and maintained by the Office of the Provost. To identify a potential Relevant Comparator(s) for the purposes of their Salary Equity Grievance, the Grievant must refer to the “Salary” tile on the myCUinfo portal for information on Eligible Faculty member salary distributions within their Primary Unit.
   2. If the Grievance is based on a claim of protected class discrimination or retaliation, the Grievant must refer their concern to OIEC for review.
   3. The deadline to submit a Salary Equity Grievance to the Primary Unit is September 30 each year. This deadline will be consistent across all Primary Units.
   4. A Salary Equity Grievance that does not include complete information as required by the Salary Equity Grievance form will not be considered by the Primary Unit. A Supervising Administrator who receives an incomplete Salary Equity Grievance will return it to the Grievant for completion.
   5. The Primary Unit will conduct a review of the Grievant’s Base Salary in accordance with the Primary Unit’s procedures for Annual Salary Equity Review. Before finalizing the conclusions of that review, the Primary Unit will consult with the dean and the Office of the Provost.
   6. The Supervising Administrator will communicate the results of the finalized review in writing to the Grievant no later than 60 days after the Grievance was submitted to the Primary Unit, using the Primary Unit Response to Salary Grievance form provided by the Office of the Provost.
   7. The Primary Unit review may conclude with findings by the Supervising Administrator that, while there is no Relevant Comparator(s) to the Grievant and thus no basis for a Grievance, the Grievant’s salary may be affected by Salary Compression. In that case, the Primary Unit may flag the Grievant’s salary for a separate Salary Compression review, to be conducted according to the Primary Unit’s procedures.
2. Salary Equity Grievance Appeal ��
   1. If the Eligible Faculty member believes that Salary Equity Grievance procedures were not correctly followed by the review of their Grievance at the Primary Unit level, they may submit a Salary Equity Grievance Appeal to the next level of supervision (e.g., the dean of their school or college). In cases where a school or college is the Eligible Faculty member’s Primary Unit, the next level of supervision is typically the provost. ��
   2. The Eligible Faculty member must submit their Salary Equity Grievance Appeal within 10 days of receiving the results of the Primary Unit review of the Grievance, using a form created and maintained by the Office of the Provost
   3. A Salary Equity Grievance Appeal that does not include complete information as required by the Salary Equity Grievance Appeal form will not be further considered. The administrator at the next level of supervision who receives an incomplete Salary Equity Grievance Appeal form will return it to the Eligible Faculty member for completion.��
   4. The next level of supervision will conduct a review of the Salary Equity Grievance Appeal to determine whether the Primary Unit correctly followed its Salary Equity Grievance process. Before finalizing their conclusions from that review, the next level of supervision (if applicable) will consult with the Office of the Provost.
   5. The next level of supervision will communicate the results of the finalized review to the Eligible Faculty Member in writing no later than 30 days after the Salary Equity Grievance Appeal was submitted to the next level of supervision, using the Response to Salary Equity Grievance Appeal form provided by the Office of the Provost.��
   6. If the Eligible Faculty member submitting the Salary Equity Grievance Appeal believes that the outcome of their Salary Equity Grievance was significantly impacted because of a specific deviation within the Salary Equity Grievance process by the next level of supervision, they may submit their Salary Equity Grievance Appeal to the next level of supervision, if applicable (e.g., the Office of the Provost). Appeals to the Office of the Provost must be submitted by February 1 of each academic year. ��
3. Office of the Provost Salary Equity Grievance Appeal Review ��
   1. The Office of the Provost will review Salary Equity Grievance Appeals once per year. ��
   2. Reviews will be conducted by an Office of the Provost Salary Equity Grievance Appeal Committee formed by the Vice Provost for Academic Technology and Resource Management, who will chair the committee as a non-voting member.
   3. The committee will comprise four current or former associate deans for faculty (or equivalent role) from different CU �鶹ӰԺ schools or colleges. All committee members must be Eligible Faculty members. If a committee member is from the same Primary Unit as the grievant, they must recuse themselves.��
   4. The committee will review the Salary Equity Grievance Appeal, the Primary Unit Response to Salary Grievance and (if applicable) the next level of supervision’s Response to Salary Equity Grievance Appeal to determine whether the Primary Unit correctly followed its Salary Equity Review procedures in considering the Eligible Faculty member’s Salary Equity Grievance. ��
   5. Upon completion of its review, the committee will submit a written report to the provost. The report will include the committee’s findings and recommendations for disposition of the Salary Equity Grievance Appeal. The committee’s findings and recommendations will require the support of a simple majority of the members. ��
   6. The provost will consider the recommendations of the Office of the Provost Salary Equity Grievance Appeal Committee in making a final decision, which will be communicated in writing to the Grievant, all applicable Supervising Administrators, and the Office of the Provost Salary Equity Grievance Appeal Committee (via the chair of the committee). ��
   7. All decisions of the provost are final and may not be further appealed to any other officer of CU �鶹ӰԺ.��

VI. Related Policies, Forms, Guidelines and other Resources