A.POLICY
Most workplace issues and problems are resolved through direct and clear communication between parties. Employees should discuss such problems with their direct supervisor, who is the key person in all communications involving the employee’s work. However, there are times when support or consultation is needed and employees may choose to address their concerns through a more formal procedure. Employees who wish to choose a more formal procedure may select the following Conflict Resolution Policy to resolve more serious workplace-related problems. Employees who initiate use of the Conflict Resolution Policy may withdraw the submission at any point in the process.
B.POLICY GUIDELINES
This policy typically applies to the application, misapplication, or non-application of a college policy or practice. This policy does not apply to performance reviews, issues related to compensation and benefits, and terminations. See Human Resources regarding these matters.
Level 1:
An employee initiating the conflict resolution process should first resolve the matter with their direct supervisor. At this juncture, the matter will be most likely resolved via one or more verbal conversation(s). Note: if the nature of the problem has precluded a discussion with the supervisor, e.g., the problem could be with the supervisor, the employee can skip Levels 1 and 2 and move directly to Level 3.
Level 2:
An employee who is not satisfied after the initial verbal conversation(s), may present the problem in writing to the supervisor, advising that they are initiating the Conflict Resolution process as outlined in this policy. The employee is to copy the office of Human Resources and this written documentation will be retained in the office of Human Resources and handled in a confidential manner. The supervisor will evaluate the problem and respond within five business days. The resolution will occur within this time frame unless the supervisor believes the circumstances warrant additional investigation.
Level 3:
After reviewing the supervisor’s response, should the employee not feel the problem is satisfactorily resolved the employee may refer the problem in writing to the next appropriate level of management. The employee should make arrangements to meet with the manager (or their designee). The employee may bring a support person to this meeting e.g., co- worker, family member. This support person is to be disclosed to the Office of Human Resources at least one-day prior to the meeting. The manager will reply to the employee within 7 business days of the meeting unless the manager believes further inquiry is required. Most resolution will occur within this time frame.
Level 4:
Employees who deem a manager’s response unsatisfactory may refer the matter in writing to the Conflict Review Committee through the Human Resources Office. This committee includes the Senior Staff member of the employee’s departmental area, the Director of Human Resources, the chair of the faculty senate and the chair of the staff senate or their designee(s), and one other member appointed by the President. The President’s appointee should be from the employee’s employment group e.g., faculty, staff, or administrator. If the problem involves any of the committee members, the President will appoint a different committee member(s). The Conflict Review Committee typically consults with the employee and other parties involved, and will render a decision within 10 business days after beginning its review of the case. The decision of the Problem Review Committee is final and binding. The Committee will share the results of the process with the President, and with the employee.
While this policy is intended to address all foreseeable workplace circumstances, it is recognized that not all situations may have been identified. Thus, the supervisor, department head, or division head, may request exceptions to the processes defined above. Exceptions to the above process will be determined after consultation with the appropriate division head and the Chief Human Resource Officer.
- POLICY HISTORY
- Policy adopted September 2012
- Policy revisions approved by Board of Trustees, May 2017
- Policy reviewed by the Human Resource Advisory Council March 2019; minor and inconsequential modifications were made to the policy
- Policy reviewed by the Human Resource Advisory Council February 2024; minor andinconsequential modifications were made to the policy
D.INITIATING DIVISION
Office of Human Resources, & Staff and Faculty Senates
E.POLICY REVIEWERS
Office of Human Resources Human Resource Advisory Council
F.POLICY REFERENCES
- No forms referenced
- ORC 3357-12-3-15
- No connecting policies
