Employee Relations Complaint Process

The George Washington University is committed to a work environment in which all individuals are treated with professionalism, respect and dignity in compliance with GW’s internal policies and procedures. If you are a staff member and believe you have been subjected to adverse action in the terms and conditions of your employment, you must first contact your HR Business Partner and/or supervisor to outline the complaint. 

Your HR Business Partner can provide you with information regarding:

1. an adverse employment action, including but not limited to discipline and involuntary separation;
2. university action or inaction that is negatively impacting the staff member’s work environment; or
3. any allegation that the staff member has been or is being adversely affected by an improper application or interpretation of a rule, regulation, policy, or procedure that is not specifically excluded below.

If the complaint relates to prohibited discrimination or retaliation related to participation in a process associated with a complaint of prohibited discrimination, staff should follow the procedures in the EEOA Complaint Process.  

If the complaint relates to sexual and gender-based harassment or discrimination, staff should refer to the university’s Gender-Based Harassment and Interpersonal Violence Policy and make a report to the university’s Title IX Office, Office of Diversity, Equity, and Community Engagement, via 24/7 Sexual Assault & Intimate Violence (SAIV) Helpline at (202) 994-7222 or report an incident. SAIV is a confidential crisis helpline for GW students impacted by sexual harassment, sexual assault, dating and domestic violence and stalking.

If the complaint relates to violation of a collective bargaining agreement, staff should follow the procedures set forth therein.