Individual grievances

This is defined in article 9.2.2 of the Memorandum of Agreement as “A dispute arising out of the interpretation, application, administration, or alleged violation of UW Policies and established practices, this Agreement, or other agreements between the University and the Association …”

FAUW is here to help you with your complaint before it gets to the grievance stage. Get confidential support with your workplace issue.

There are three types of grievances:

• individual grievances
• group grievances
• association grievances 

As described in article 9.2.1 of the Memorandum of Agreement (MoA) “An individual grievance is a grievance against the University initiated by an individual Member. A group grievance is a grievance against the University initiated by two or more Members and involving the same dispute with the University”.  As described in article 9.3.1 of the MoA “An Association grievance is a grievance against the University initiated by the Association." Learn more about association grievances.

Any FAUW member or collection of FAUW members may file an individual or group grievance, respectively. Association grievances may only be filed by the FAUW Board.

For individual and group grievances, FAUW does not need to approve the grievance, or be involved in any way. Association grievances can only be filed by the faculty association.

At Waterloo, FAUW follows the model of “individual carriage” for all matters. FAUW is always willing to support you with the grievance process, but we do not have the authority to approve or disapprove grievances going forward. Get confidential support with your grievance. 

Don't know where to start? Use the Grievance Template Guide to gather important information before filing a grievance; the guide helps you formulate and structure your grievance. Get confidential support for more information.

1. We strongly recommend contacting FAUW's Academic Freedom & Tenure and Policy Officer to get confidential support before filing a grievance.  
2. From article 9.4.1 of the Memorandum of Agreement (MoA) “Member(s) should first present a potential grievance orally and informally at the lowest administrative level having the authority to dispose of it. This will usually be the Department Chair or equivalent”. 
3. If this does not resolve the matter, from article 9.4.2 of the MoA “A formal grievance must be submitted within two months from the date of the event on which the grievance is based, or from the date on which the Grievor knew or should have known of the event, whichever is later. The grievance shall be in writing, signed by the Grievor, and shall specify the matters in dispute, the Policies or Articles alleged to have been violated, and the remedy sought”. Typically, this would be submitted to the associate vice-president, faculty and academic life.

• Matters related to tenure, permanence or promotion normally follow the process under Policy 77, Section 7
• From article 9.2.5 of the Memorandum of Agreement (MoA), “[a]nnual performance evaluations and selective increments, and denial of sabbatical leaves for tenure stream faculty members and course reductions for teaching stream members are not normally grievable”
• From article 9.2.6 of the MoA, “[f]ailure to reappoint a Member with a definite term appointment is only grievable with respect to the notice period”
• Matters related to integrity in scholarly research normally follow the process in article 14 of the MoA. 

There are exceptions to the above restrictions. Get confidential support.

The decision to escalate an individual or group grievance to an association grievance is made by the FAUW Board. Details about the criteria used and how to make this request can be found in FAUW's Association Grievance Policy.

There are multiple possible stages to the grievance process. The first stage does not, in general, cost money. If there are later appeals of the decision, and the grievance goes to external arbitration, then there is a cost involved. This cost may be partially or fully covered by FAUW, depending on various criteria. Details about the criteria and how to make this request can be found in FAUW's Financial Support of Grievance Policy.

FAUW is here to support you before issues escalate to a grievance.

Complete our new Get confidential support intake form to get quick answers, guidance, or support on grievances and other issues you face at work. 

The form itself is entirely confidential and the results are only accessed by FAUW’s Academic Freedom & Tenure and Policy Officer, Sue Fraser, who will book an intake appointment with you - usually within 2 business days. Depending on need, your case may be referred to a colleague from the Academic Freedom and Member Support Committee for additional support. 

FAUW can provide information and support for APRs, the promotion process, accommodations, leaves, discipline, Policy 33 cases, research ethics, intellectual property, and other questions and concerns about working conditions.

For association grievances, FAUW is advocating on behalf of all members, not an individual member. 

For individual or group grievances, FAUW follows the model of “individual carriage.” This means that the grievors are responsible for advocating on their behalf.  Your FAUW support person is there to advocate for policy and process being followed, and to provide advice and assistance.  We will help you present your case as clearly and compellingly as possible. You are responsible for presenting your grievance. If the grievance proceeds to arbitration / internal tribunal, then, from article 9.6.3 of the Memorandum of Agreement (MoA) “Assistance in this respect means that a colleague may assist in presenting a case, if necessary, but in no way will supplant the Grievor's responsibility to participate in her/his own grievance hearing”.

Email FAUW's Academic Freedom & Tenure and Policy Officer or complete the get confidential support intake form.