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Grievance Process and Conflict Resolution Services

The university encourages communication between supervisors and employees to resolve workplace conflict. While there is a formal grievance procedure, you're encouraged to use conflict resolution services to informally resolve differences. The best and most lasting resolutions are those created by the people directly involved.

Grievance Process Overview

Grievance Policy

The university's Grievance Policy provides a mechanism to:

You can present complaints and grievances concerning your conditions of work, such as wages, hours, or anything else related to the employer-employee relationship. When you present a complaint or grievance, identify the basis of the dispute. Include specific facts and provide relevant documents or information related to the matter. State the result you want in your complaint or grievance.

You must try conflict resolution before beginning the formal grievance procedure. Early dispute resolution leads to more positive and successful workplace relationships.

Dispute Resolution Process

Under the Grievance Policy, you must present your complaint in writing to the Dispute Resolution Officer (DRO) within 10 business days from when the incident happened. The DRO works with you, your supervisor and management to address and resolve the complaint. This process helps identify issues, gather information, develop possible solutions, encourage further discussions and, if needed, provide mediation services.


After the dispute resolution process, if you aren't satisfied with the results, you may pursue the formal grievance procedure set forth in the Handbook of Operating Procedures, Grievance Policy.

Conflict Resolution Services Overview

Conflict Resolution Services

The university provides a fair and efficient process for you to present and resolve complaints and grievances about your job.

Assisted by the DRO, this problem-solving process lets each side hear each other and work out their own disputes. This preserves work relationships and ensures everyone's happy with the results.


Either you or your supervisor can request Employee and Management Services – Employee Relations representative to facilitate meetings. This often helps make work expectations clearer and/or improve communication between both of you.


Mediation facilitates communication between people having conflicts. The mediation promotes reconciliation, settlement or understanding of issues or concerns. The process is voluntary and confidential. A mediation session is neutral forum to discuss and clarify issues, express feelings, discuss interests, identify possible solutions, and reach an agreement on how to resolve the problem.

At the university, trained, volunteer mediators help you identify key issues and the interests behind them. This helps you to explore and evaluate your options. In mediation you are responsible for coming to a resolution, not the mediator. They aren't judges, subject matter experts or arbitrators. They only manage the dispute resolution process.

This service is provided at no cost. If you have questions or would like more information regarding mediation, contact the Dispute Resolution Officer, 512-471-6638.


Employee and Management Services offers two classes to provide basic concepts, skills and techniques that enable you to address and resolve conflict in your workplace:

Custom classes and workshops are also offered to meet the needs of individual departments or units. For more information, Dispute Resolution Officer, 512-471-6638.