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General Description
Requirements
Policy Provisions
Performance Evaluation
Subject Experts
Grievance and Conflict Resolution Policy
Policy

Document Number: HR--160 Revision #: 1.0
Document Owner: Executive VP Date Last Updated: 08/17/2012
Primary Author: Director of Human Resources Status: Approved
Date Originally Created: 01/23/2012

General Description
Description:

Information about grievance and conflict resolution policy relative to HR policy.


Purpose:

Delineation of policy.


Scope:

All faculty, staff, and administrators


Responsibility: Human Resources
Legal Counsel

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Requirements
Relevant Knowledge: In order to comply with this policy you should know:
Current University policy
Federal statutes
State statutes

Terms and Definitions: Additional training

Corrective Action

Loss of privilege, general

Suspension

Termination

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Policy Provisions
1.

Grievance and Conflict Resolution Policy


It is the goal of Cumberland University to resolve problems informally whenever possible, through effective communication. If problems or concerns cannot be resolved at the departmental level, Cumberland University provides ways for employees to have a systematic, timely, objective review and constructively resolve work-related concerns.

 


1.1

Conflict Resolutions


Cumberland University understands that minor conflicts and disagreements can arise in working relationships, but recognizes that minor disagreements can escalate into major conflicts if not resolved. The University encourages the resolution of minor conflicts on an informal basis and in a timely manner. The University has an “open door” policy, meaning employees should feel free to talk with anyone in their line of supervision, or the Director of Human Resources, about work-related conditions.

 

The University strives to maintain an atmosphere of open, safe and cooperative communications. When disagreements arise, it is in everyone's best interest to use effective communications techniques to discuss problems and their potential solutions, and arrive at mutually agreed upon processes to implement solutions. The Director of Human Resources may be requested to enter the communication process and act as a facilitator. The services of the campus Counseling Center may also be used for free and confidential assistance in resolving conflict. Either resource can assist with any difficulties in communications and help co-workers, employees/supervisors, and departments resume effective, productive, and cooperative working relationships.

 

If disagreements or misunderstandings involving working conditions, employment practices, and/or difference of interpretations or implementation of policies cannot be resolved informally, the University's formal grievance procedures may be pursued.


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Performance Evaluation
Performance Metrics: Compliance with standard policy and procedure
Compliance with federal mandate

Consequences: Further training
Job Termination
Loss of privileges
Suspension

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Subject Experts
The following may be consulted for additional information.
Director of Human Resources

Legal Counsel

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