Workplace conflict managed through
alternative dispute resolution program
Michael Hagearty
Institute Communications and Public Affairs
Though problems can arise in any working environment, it
is not always apparent how to resolve them. Given these circumstances,
it’s important to know what options are available.
The Ombuds program
provides Georgia Tech faculty and staff with an independent
and confidential forum for resolving professional disputes.
Designed to be an alternative to the formal grievance process,
the program’s administrators provide informal assistance
to individuals navigating Institute-related concerns.
“Ultimately, what [the program] is trying to do is
improve the working environment at Georgia Tech,” said
Edward Thomas, a retired faculty member now working as an
ombuds. “The idea is to assist individuals to resolve
problems at the lowest possible level, and as far as possible
limit the number of situations that become formal grievances.”
Created in 1999, the Ombuds Office reports directly to the
President’s Office. Faculty liaisons have retired from
Tech, while classified employees may seek counsel through
Jean Fuller, director of faculty and staff support services
in the Office of Human Resources.
Citing documents that outline the program’s mission,
Fuller said, the dispute resolution offices — students
may seek similar help through the Office of the Dean of Students
— are safe places where faculty and staff can solicit
advice if they are unable to resolve a problem. These offices
serve as an impartial means of facilitating discussion.
Alternative dispute resolution
While most faculty members are aware of the method for addressing
formal complaints, getting the word out that an alternative
exists is a persistent challenge, Thomas said.
“Many faculty members are aware of the Faculty Status
and Grievance Committee. It is part of faculty governance
with an elected membership. We would like to be dealing with
problems that have not got to that stage — to head off
problems before they become grievances.”
Formal grievances are lengthy, often expensive propositions
that create the kind of adversarial relationships most want
to avoid, he said. The ombuds cannot impose a solution; however,
the process does initiate a dialogue that may bring a satisfactory
end.
All 34 campuses within the University System have developed
some kind of alternative dispute resolution program, as mandated
by the Board of Regents. Each institution was given wide latitude
in developing their own program.
At Tech, ombuds are chosen based upon their familiarity with
Institute policies and procedures, knowledge that is essential
to identifying options and courses of action. They do not
offer legal advice.
When contacted, an ombuds can assist in a number of ways,
from informal information gathering to mediation. The types
of concerns include professional disputes, personality conflicts
and fear of retaliation, among others.
As a non-reporting agency, no records of meetings are kept,
further assuring the program’s confidentiality. In many
ways, contacting an ombuds is akin to, as Thomas put it, “a
private conversation between two people.”
Contacting Georgia Tech's Ombuds
Helen Grenga
Edward
Thomas
Jean Fuller
|
