The revised policy now has two separate procedures - one describing the informal conflict resolution process and other describing the formal conflict resolution process.
Key substantive changes include:
Facilitation of the formal process by the Office for Equity and Diversity’s Grievance Process Manager Britt Anderson, rather than by the Office for Conflict Resolution.
Excludes discrimination complaints from the formal petition process. These complaints will be addressed exclusively through the process set forth by the Administrative Policy on Discrimination.
Newly provides that a petition must allege a violation of a rule, policy, or procedure, and not a violation of a practice.
Clarifies that, at the request of the Office for Conflict Resolution, a supervisor or manager must participate in a facilitated dialogue to attempt to resolve the workplace conflict. (The current policy says that supervisors and managers are “expected” to participate
Newly states that a hearing panel makes a decision on the petition, subject to appeal. In the current process, the hearing panel makes a recommended decision that is submitted to the Provost, who makes a final decision.
Removal of the possibility of arbitration, and instead provision of an internal appeal process.
Newly provides more detailed procedures for the formal procedure that more closely align with procedures for other formal University grievance processes. For example, these include: a New Order of Hearing Proceedings Appendix, faster and more specific case timelines, and a statement on impermissible evidence.