Addressing Grievances
Staff Grievance Procedure - Staff Handbook
Sometimes situations will arise at work where you feel that you have been mistreated or misunderstood. There are a number of different ways to follow up with any complaints or grievances that you may have in regards to fair treatment. In general, follow this order of contact:
- Your supervisor
Your manager is there to help you resolve problems in the workplace. S/he should be your first contact when problems arise. - Your Human Resources Managers
HR Managers are available to assist employees and supervisors in resolving workplace issues and conflicts. Since open communication facilitates fair treatment, you are encouraged to ask questions and to offer opinions and suggestions. - The University Ombudsman
In the event that the HR Manager and the individuals involved cannot reach consensus on work related issues, the university ombudsman is available to consult with you. It is the ombudsman's role to hear complaints, help clarify issues and suggest possible solutions to work-related problems. The ombudsman coordinates formal grievance procedures and the staff panel which will make the final decision if necessary. Contact Equal Opportunity Services at (412) 268-2012.
The Staff Handbook includes the steps for the formal Staff Greivance Procedure. The Staff Council Grievance Committee assists in a fair grievance process. This committee will listen and take notes, and then give unbiased, non-judgemental feedback. The committee will not endorse either the grievant or the University. This committee will also establish follow-up to the grievance procedure to ensure that there are no negative repercussions towards the grievant.
LifeWorks EAP is available for many employee needs. Counselors can help faculty, staff or family members work through the problems they face and consultation is 100% confidential.
Conflict Resolution Tips
When conflicts arise, the first line of communication for staff on job-related matters is your supervisor. Discussions with your supervisor usually can solve problems that may develop and often leads to a better working relationship. Below are some tips that may be helpful in resolving employee and/or work related problems:
- Analyze the situation
- Define the problem
- Talk about your interests: What do you really care about? What you need
to have happen?
- Develop goals and objectives: How would you like things to be?
- Generate ideas/options for satisfying interests or achieving the desired
outcome
- Discuss, evaluate various options, negotiate, and decide
- Make sure there is a clear plan for implementation and then implement it
- Review and evaluate how things are going
Sexual Harassment
Carnegie Mellon University is committed to maintaining a learning and work environment free from sexual harassment. All members of the Carnegie Mellon community are asked to complete the computer-based Preventing Sexual Harassment training to learn to identify the behaviors that may be offensive to others. Staff members who wish to file a formal charge of sexual harassment should refer to the formal complaint procedure for sexual harassment in the Faculty and Staff Handbook.