Concordia University is committed to a policy of treating fairly all members of the University’s community in
regard to their personal and professional concerns. However, times do occur in which students think they
have been mistreated. This procedure is provided in order to ensure that students are aware of the way in
which their problems with a faculty member can be resolved informally and to provide a more formal
reconciliation process when needed.
A grievance is defined as dissatisfaction occurring when a student believes that any conduct or condition
affecting his or her academic performance is unjust or inequitable. A grievance arises when a student
believes, based on established academic policies and procedures (as per the course syllabus), that he or she
has been treated in an arbitrary or capricious manner by a member of the university faculty.
C. Grievances Covered by this Policy
A grievance against a university faculty member arises when a student believes he or she has been subjected
to inappropriate behavior by a faculty member acting within their role and duty. (Some examples could
include: “my professor makes insulting remarks,” “my professor grades males harder than females,” “my
professor did not cover the material in the syllabus,” etc.)
D. Grievances Not Covered by this Policy.
1. This policy relates to student grievances regarding faculty behavior. It does not relate to those
grievances regarding sexual harassment (Faculty Policy Appendix A) or academic grievances (Student
2. Title IX Reports – issues of sexual harassment, discrimination or sexual misconduct should be
reported to the Title IX Coordinator, Dr. Cheryl Chatman. An online report may also be made by
going to www.csp.edu/reporting and completing the form.
Bringing a Complaint:
1. Informal Grievance Resolution
In keeping with the University’s Mission Statement and in following the guidelines presented in
Matthew 18:15, a student will first speak directly to the faculty member regarding his/her grievance.
(The student is welcome to bring along a support person to the discussion.).
2. Formal Grievance Resolution
a) Formal complaints by students need to be brought forward within 30 days of the alleged incident.
b) If the complaint is not resolved by speaking with the faculty member, the student will confer directly
with the faculty member’s direct supervisor, and in so doing, will initiate the mediation process. If
the student has by- passed talking directly with the faculty member, the supervisor will send her/him
to talk with that faculty member. At no time will the faculty member be asked to defend charges
without knowing who is making the charge.
c) As the first step in the mediation process, the student will present the faculty member’s supervisor
with a written complaint. A copy of the complaint will be given to the faculty member at least one day
prior to the scheduled mediation. Mediation will involve the supervisor (or a faculty member
appointed by the supervisor), faculty member and student. The student may bring a support person
with him/her to the mediation meeting.
d) If mediation is unsuccessful, and the supervisor finds the complaint to be substantial, the next step
may be taken. The supervisor will take the student’s written statement and, if submitted, the faculty
member’s written response to the next direct supervisor (usually the College Dean or V.P. of Academic
Affairs). The two supervisors will first meet with the student and then with the faculty member. If
deemed necessary, the supervisors will contact Human Resources to arrange for an investigation into
the complaint by a trained arbitrator*. If there is an investigation, the faculty member will be notified
at least 1 day prior to the start of the investigation. The arbitrator’s report will be shared with the
faculty member and the student. The faculty member’s direct supervisor will keep the written report.
During the arbitration investigation, any discussions with the student and faculty member may be
recorded and must be kept confidential. All parties involved in these proceedings are held
accountable for keeping the information confidential.
● If the faculty member is put on leave during the investigation, the faculty member will receive a
letter informing him/her of the status of the leave (ex. duration, pay, status etc.).
● If the faculty member deems it appropriate to seek legal counsel, Concordia University will
interpret that choice as a part of the faculty member’s due process and not as an act of ill faith.
3. If the grievance is substantiated during any step of the process, the next supervisor (V.P of Academic
Affairs or the President) will be involved to determine the appropriate action to take with the faculty
member. This resolution is final.
* Arbitration: A faculty person should have fair, unbiased arbitration when a formal complaint is filed and the
appropriate resolution process, although followed, has been unsuccessful. The arbitrator will be trained in the
arbitration process and its legal ramifications. During the arbitration process, the arbitrator will speak to the person
who has made the allegation and then to the faculty member being charged. Each person may submit a list of
contact information for people who could give pertinent information and who may be interviewed.
Last modified: March 15, 2018