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PP-CS HR Employee Issues or Concerns Resolution Process
The University depends on the best skills, efforts, and commitment of its employees and strives to treat all employees respectfully, consistently, and with fundamental fairness. However, the University recognizes that employees may have workplace conflicts or employee relations questions, issues, concerns or complaints which, if unresolved, detract from their ability to put forth their best efforts and harm the positive environment the University seeks to maintain. Employee relations and conflict resolution processes address these issues through cooperation between employees and supervisors with assistance from Human Resources and other resources.
Resolution Process
Employee relations concerns, which often result in workplace conflict, usually fall into one of these areas: personnel policies, department policies or operations, distribution of duties, relationships with co-workers, relationships with supervisors, or legal compliance issues such as workplace discrimination. Actual resolution of any situation is normally the responsibility of the department management team.
Goals of this process are to:
- maintain confidentiality, sharing information only with those participating in decisions
- identify employee rights and responsibilities
- identify management rights and responsibilities
- insure compliance with applicable internal policies and legal requirements
- encourage open communication
- develop action plans to resolve problems (clarify problem or concern, identify involved parties and their roles in the solution, follow-up to evaluate resolution)
Resolution Process
Employee Issues or Concerns Resolution Process Guide.pdf
Employees Role
familiarize themselves with Personnel Policies for Staff Members (PPSM) or applicable collective bargaining agreement
bring their issues or concerns directly to their supervisor
treat every person in a professional manner, with respect and dignity
cooperate, if requested, and to discuss the complaint with authorized persons only
maintain a reasonable level of communication that enables effective and harmonious relations with fellow employees, managers or supervisors
give serious consideration to participating in a conflict resolution process before filing a formal complaint or grievance
avoid complaints that are frivolous, vexatious or made in bad faith
Supervisors Role
acknowledge that a difficult situation exists
let individuals express their feelings
assist employees in clarifying problems or issues and identify underlying need
find common areas of agreement, no matter how small
find solutions to satisfy needs
determine follow-up you will take to monitor actions
determine what you'll do if the conflict goes unresolved
Human Resources Role
assist employees in clarifying problems or issues
assist supervisors and managers to clarify performance standards and positively communicate them to employees
interpret and explain personnel policies and practices
address with senior managers unresolved conflicts or University policies/practices which contribute to employee relations issues
The information on this page summarizes provisions of university policies and/or collective bargaining agreements. Refer to the Personnel Policies for Staff Members (PPSM) or applicable collective bargaining agreement for full text of referenced information http://hrweb.berkeley.edu/hrpolicy.htm.
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