University of Wisconsin–Milwaukee

Types of Employment next button back button
Grievance and Appeal Procedures

UWM provides grievance and appeal procedures for employees to seek redress for complaints connected with their employment. For the procedures for discrimination and sexual harassment issues, see the Office of Equity and Diversity Services,

For faculty, grievance and complaint procedures are found in UWS Ch. 6 Wis.Adm. Code and UWM Policies and Procedures Ch. 5, , wherein a hearing may be held before a faculty committee.

For academic staff, the grievance and complaint procedures are found in Chapters 111 and 112 of the UWM Academic Staff Personnel Policies and Procedures,, and hearings are held before academic staff committees. Appeal procedures are found in Chapters 106 (nonrenewal of probationary employee), 109 (dismissal for cause) and 110 (layoff) of the UWM Policies and Procedures. Please consult these policies for further information. Questions about the status of a complaint or concern should be directed to the chairperson of the Academic Staff Committee, Inquiries are held in confidence.

Nonrepresented classified employees have redress through the UWM Noncontractual Grievance Procedure. A copy of that procedure and the appropriate form is available on the Department of Human Resources Web site at:

Represented classified and unclassified employees have appeal rights according to the grievance procedures found in Article IV in the labor contracts.

Performance EvaluationsDuring your employment at UWM your performance will be evaluated on a regular basis. For a classified employee, these evaluations should occur twice during your probationary period (or first sixth months of a year long probationary period) and thereafter on an annual basis.

For academic staff employees, Chapter 105 of the UWM Academic Staff Personnel Policies and Procedures requires that academic staff members employed at 50 percent or greater be reviewed in the sixth month of an annual appointment, and annually thereafter, prior to the salary adjustment exercises. The review should include a conference with one’s supervisor. The review and any response the employee may wish to make both become part of the official personnel file.

The performance evaluation is an opportunity for an employee and his/her supervisor to establish mutual understanding of job standards, identify and correct problems in job performance, update the Position Description, and set goals for future job changes and employee development objectives.

Overtime ProvisionsThe overtime provisions of the Fair Labor Standards Act (FLSA) apply to all nonexempt, or hourly employees. This includes hourly permanent, seasonal and sessional employees and all LTEs (except teachers or IS professionals) because LTEs cannot be paid on a salary basis.

All unclassified employees at UWM (faculty, academic staff and limited appointees) have been designated exempt under the FLSA and hence not subject to overtime provisions. Classified professionals, supervisors and managers are also exempt and not subject to overtime provisions. If you are not sure of your “exempt” or “nonexempt” status, check your letter of offer or ask your personnel representative.

Q. Are all classified employees nonexempt (paid on an hourly basis)?

A. NO! Many positions in the classified service, both union-represented and nonrepresented, are exempt or paid on a salary basis. Each position must be individually identified to determine the exemption status.

next button back button