Ohio Administrative Code › Title 3357:12 - Zane State College › Chapter 3357:12-3 - Employees; Office Work Hours; Title IX Policy; Wages › Section 3357:12-3-15 - Conflict resolution policy

Current through all regulations passed and filed through July 1, 2024
Most workplace issues and problems are
				resolved through direct and clear communication between parties. Employees
				should discuss such problems with his or her direct supervisor, who is the key
				person in all communications involving the employee's work. However, there are
				times when support or consultation is needed and employees may choose to
				address his or her concerns through a more formal procedure. Employees who wish
				to choose a more formal procedure may select the following conflict resolution
				policy to resolve more serious workplace-related problems. Employees who
				initiate use of the conflict resolution policy may withdraw the submission at
				any point in the process.
This policy typically applies to the
				application, misapplication, or non-application of a college policy or
				practice. This policy does not apply to performance reviews, issues related to
				compensation and benefits, and terminations. See human resources regarding
				these matters.
(A)
								 Level one: An employee initiating the conflict
			 resolution process should first resolve the matter with his or her direct
			 supervisor. At this juncture, the matter will be most likely resolved via one
			 or more verbal conversations.
Note: if the nature of the problem has
				precluded a discussion with the supervisor, for example, the problem could be
				with the supervisor, the employee can skip levels one and two and move directly
				to level three.
(B)
								 Level two: An employee who is not satisfied after the
			 initial verbal conversations, may present the problem in writing to the
			 supervisor, advising that he or she is initiating the conflict resolution
			 process as outlined in this policy. The employee is to copy the office of human
			 resources and this written documentation will be retained in the office of
			 human resources and handled in a confidential manner.
The supervisor will evaluate the
				problem and respond within five business days. The resolution will occur within
				this time frame unless the supervisor believes the circumstances warrant
				additional investigation.
(C)
								 Level three:
			 After reviewing the supervisor's response, should the employee not feel the
			 problem is satisfactorily resolved the employee may refer the problem in
			 writing to the next appropriate level of management. The employee should make
			 arrangements to meet with the manager or his or her designee. The employee may
			 bring a support person to this meeting, for example, co- worker, family member.
			 This support person is to be disclosed to the office of human resources at
			 least one-day prior to the meeting.
The manager will reply to the employee
				within seven business days of the meeting unless the manager believes further
				inquiry is required. Most resolution will occur within this time
				frame.
(D)
								 Level four: Employees who deem a manager's response
			 unsatisfactory may refer the matter in writing to the "Conflict Review
			 Committee" through the human resources office. This committee includes the
			 senior staff member of the employee's departmental area, the director of human
			 resources, the chair of the faculty senate and the chair of the staff senate or
			 their designee, and one other member appointed by the president. The
			 president's appointee should be from the employee's employment group, for
			 example, faculty, staff, or administrator. If the problem involves any of the
			 committee members, the president will appoint a different committee
			 member.
The "Conflict Review Committee"
				typically consults with the employee and other parties involved, and will
				render a decision within twn business days after beginning its review of the
				case. The decision of the "Problem Review Committee" is final and binding. The
				committee will share the results of the process with the president, and with
				the employee.
While this policy is intended to
				address all foreseeable workplace circumstances, it is recognized that not all
				situations may have been identified. Thus, the supervisor, department head, or
				division head, may request exceptions to the processes defined above.
				Exceptions to the above process will be determined after consultation with the
				appropriate division head and the director of human resources.