UCLA

The Policy provides a complaint process for any employee or applicant for employment who alleges retaliation for having engaged in certain protected activities. The Policy provides that a fact-finder be designated to investigate the complaint and present findings and conclusions within 120 days of being designated unless a time extension is granted for good cause by the Locally Designated Official (LDO).

A complainant may include a claim of retaliation for engaging in protected activity in a grievance filed under an applicable personnel policy or collective bargaining agreement, or a complainant may file a separate retaliation complaint with the LDO. When any such complaint warrants a fact-finding investigation, the LDO will designate the fact-finder to conduct the investigation, coordinating with Human Resources in co-designating the fact-finder in the case of a personnel policy/collective bargaining agreement grievance. The final decision-maker in a personnel policy/collective bargaining agreement grievance is typically an official at an organizational level below that of the Executive Vice Chancellor, and a delegation of authority on the claim of retaliation limited to that particular grievance is required to grant the official decision-making authority. In the case of a separate retaliation complaint filed with the LDO, the final decision-maker will ordinarily be the Executive Vice Chancellor per this delegation, and no delegation letter specific to the complaint will be required.

The authority delegated herein is not exclusive but is retained by the Chancellor. As provided for in the Policy, the decision made by the Chancellor or the Chancellor’s designee on the merits of the complaint or grievance is final.

This delegation is being reissued to reflect organizational changes and to clarify who has decision-making authority with respect to claims of whistleblower retaliation that may be included in a grievance or in a separate retaliation complaint filed with the LDO.