Policies Under Review

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Conflict Resolution for Faculty, P&A, Civil Service, and Student Employees (30 Day Review)
Comments due by: Revision Description

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.