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Covers submitting a Step 1 problem solving meeting request after disciplinary action or an alleged violation of Rutgers policy or employment regulations, including required details and signature. Provides Step 2 and Step 3 meeting request sections for escalating hearings with attachments and statement of whether a representative will attend, concluding with Step 4 instructions and the fact-finder question.",{"@graph":69,"@context":121},[70,84,104],{"@type":71,"itemListElement":72},"BreadcrumbList",[73,77,79,82],{"item":74,"name":75,"@type":76,"position":8},"https://docshare.wps.com","Home","ListItem",{"item":78,"name":9,"@type":76,"position":14},"https://docshare.wps.com/document/",{"item":80,"name":20,"@type":76,"position":81},"https://docshare.wps.com/document/exam/",3,{"item":83,"name":65,"@type":76,"position":19},"https://docshare.wps.com/document/problem-solving-procedure-for-managerial-professional-supervisory-and-confidential-mpsc-personnel/661462/",{"url":83,"name":65,"@type":85,"image":86,"author":91,"headline":65,"publisher":94,"fileFormat":97,"inLanguage":63,"description":67,"dateModified":98,"datePublished":98,"encodingFormat":97,"isAccessibleForFree":99,"interactionStatistic":100},"DigitalDocument",{"url":87,"@type":88,"width":89,"height":90},"https://docshare.wps.com/thumbnails/problem-solving-procedure-for-managerial-professional-supervisory-and-confidential-mpsc-personnel/661462.png","ImageObject",300,407,{"name":92,"@type":93},"Cart","Person",{"url":74,"name":95,"@type":96},"DocShare","Organization","application/pdf","2026-10-28",true,{"@type":101,"interactionType":102,"userInteractionCount":4},"InteractionCounter",{"@type":103},"ViewAction",{"@type":105,"mainEntity":106},"FAQPage",[107,113,117],{"name":108,"@type":109,"acceptedAnswer":110},"When should a Step 1 Problem Solving meeting request be submitted?","Question",{"text":111,"@type":112},"It is requested after disciplinary action is issued or when alleging a violation of Rutgers policy or an administrative regulation related to employment conditions.","Answer",{"name":114,"@type":109,"acceptedAnswer":115},"What information is needed for the Step 1 request?",{"text":116,"@type":112},"The form requires details about the alleged violated policy/regulation, how the violation occurred, initial discussion information (name/date), and the signature and date.",{"name":118,"@type":109,"acceptedAnswer":119},"How does the process escalate after Step 1?",{"text":120,"@type":112},"If the matter is not resolved, the individual requests Step 2, then Step 3 with the Senior Vice President for Human Resources or a designated representative, and finally Step 4 where the grievance has been reviewed and the fact-finder question is posed.","https://schema.org",{"og:url":83,"og:type":123,"og:title":65,"og:site_name":95,"og:description":67},"article",{"robots":125,"canonical":83},"index,follow",{"doc_id":127,"site_id":62},661462,1793167591,{"code":4,"msg":5,"data":130},{"doc_id":127,"user_id":131,"nickname":92,"user_avatar":132,"doc_module":4,"category_id":19,"category_name":20,"doc_title":65,"doc_description":67,"doc_content":133,"file_id":134,"file_url":135,"file_type":136,"file_size":137,"view_count":4,"is_deleted":4,"is_public":8,"is_downloadable":8,"audit_status":8,"page_count":19,"language":138,"language_code":63,"site_id":62,"html_lang":63,"table_of_contents":139,"faqs":140,"seo_title":141,"seo_description":67,"update_tm":128,"read_time":52},18829141979164,"https://eur-avatar.wpscdn.com/davatar_6f874abed73319feea01a86fa6f0fab8","Problem Solving Procedure for Managerial, Professional, Supervisory and Confidential (MPSC) Personnel  \nName   Title   Department   Unit  Campus   Telephone \\#  E-mail   \nI am requesting a Step 1 Problem Solving meeting for the following:  \n To grieve disciplinary action issued on    \n(date)  \n To allege a violation of Rutgers Policy or administrative regulation with respect to conditions of employment. The administrative policy or administrative regulation alleged to have been violated is as follows:   . This alleged violation occurred in the following manner:  \nAn initial discussion attempting to resolve the matter was held with   on  \n(name)  \n(date)  \nThis discussion did not resolve the matter, therefore I am requesting a Step 1 meeting.  \nSignature Date  \nMy representative   will  will not  be present at the meeting.  \n(name)  \nSubmit this form to the individual who took the disciplinary action or who is alleged to have violated the identified Rutgers Policy.  \nProblem Solving Procedure for Managerial, Professional, Supervisory and Confidential (MPSC) Personnel  \nStep \\# 2 Meeting Request  \nTO:   DATE:   \n(Next Level of Supervision)  \nFROM:    \n(Staff Member’s Name)  \nI request a 2nd step hearing. Attached is the answer to the Step 1 hearing.  \nMy representative   will  will not  be present.  \n(name)  \n(Signature of Staff Member)  \nAttachment  \ncc: Office of Workplace Culture  \nProblem Solving Procedure for Managerial, Professional, Supervisory and Confidential (MPSC) Personnel  \nStep \\# 3 Meeting Request  \nTO: Office of Workplace Culture  \nDATE:  57 US Highway 1  \nNew Brunswick, NJ 08901-8554  \nFROM:   \n(Staff Member’s Name)  \nPlease arrange a meeting with the Senior Vice President for Human Resources or his or her designated representative to review my grievance.  \nMy representative   will  will not  be present.  \n(name)  \nThe problem has been reviewed in accordance with the two previous steps of this procedure as outlined in the University Policy Library. Attached are the reports of the two previous steps.  \n(Signature of Staff Member)  \nProblem Solving Procedure for Managerial, Professional, Supervisory and Confidential (MPSC) Personnel  \nStep \\# 4 Meeting Request  \nTO: Office of Workplace Culture  \nDATE:  57 US Highway 1  \nNew Brunswick, NJ 08901-8554  \nFROM:   \n(Staff Member’s Name)  \nMy grievance has been reviewed in accordance with the three previous steps of this procedure as outlined in the University Policy Library.  \nMy representative   will  will not  be present.  \n(name)  \nThe question to be posed to the fact finder:  \nSignature of Staff Member","cbCaipfeTjnuY7pe","https://ap.wps.com/l/cbCaipfeTjnuY7pe","pdf",328377,"English","# Step 1 Problem Solving meeting request\n# Step #2 Meeting Request\n# Step #3 Meeting Request\n# Step #4 Meeting Request","[{\"question\":\"When should a Step 1 Problem Solving meeting request be submitted?\",\"answer\":\"It is requested after disciplinary action is issued or when alleging a violation of Rutgers policy or an administrative regulation related to employment conditions.\"},{\"question\":\"What information is needed for the Step 1 request?\",\"answer\":\"The form requires details about the alleged violated policy/regulation, how the violation occurred, initial discussion information (name/date), and the signature and date.\"},{\"question\":\"How does the process escalate after Step 1?\",\"answer\":\"If the matter is not resolved, the individual requests Step 2, then Step 3 with the Senior Vice President for Human Resources or a designated representative, and finally Step 4 where the grievance has been reviewed and the fact-finder question is posed.\"}]","Problem Solving Procedure for Managerial, Professional, Supervisory and Confidential (MPSC) Personnel | PDF"]