Labour Relations and Conflict management

• Improving the management of people or utilizing human resources better as a means of achieving competitive advantage.
• The numerous examples of excellence in HRM have created an interest in such models.
• The traditional role of personnel managers has failed to exploit the potential benefits of effective management of people; neither did personnel management form a central part of management activity.
• In some countries the decline of trade union influence has opened the way for managements to focus on more individual issues rather than on collectivist ones.

Labor Relations and Conflict management

Conflict Resolution and Mediation

• Employee and Labor Relations Consultants assist in resolving problems and conflicts before they escalate and assist in facilitating informal mediation.
• Conflict in the workplace can arise in a wide variety of ways. It can range from misunderstandings, to very mild interpersonal problems, to serious conflicts
• The Office of Human Resources also offers formal mediation services. Mediation is a voluntary and confidential process in which a neutral third party helps disputing parties work through and resolve problems. It is not available for resolving disputes related to promotion and tenure, discrimination, sexual misconduct, serious misconduct/criminal activity, discharge or issues governed by federal or state law.

Corrective Action

• Employee and Labor Relations Consultants serve as objective hearing officers in matters involving corrective action, employee grievances and resolutions of dispute, when applicable.
• Corrective action is the process used to identify and correct undesirable behavior of employees.
• The objective of corrective action is to eliminate undesirable behavior and provide employee a fair and just process.

Investigations

• Employee and Labor Relations Consultants perform objective and thorough investigations of employee complaints in many areas, including discrimination, sexual misconduct and workplace violence.
• Consultants also investigate allegations that university policies have been violated. Investigations play a key role in the university’s risk management strategies and practices.
• Through consultations and investigations, the Employee and Labor Relations team provide guidance on key employment practices and laws to ensure a healthy work environment.

Labor Relations

• Employee and Labor Relations Consultants collaborate with human resource professionals to administer and interpret various collective bargaining agreements to ensure integration and consistency across the university, facilitate problem resolution to mitigate risk and work to enhance labor and management relationships.

Performance Management

• Employee and Labor Relations Consultants assist managers and human resource professionals in establishing performance expectations and accountability to ensure productive employees and work environments.
• Performance management is an ongoing process of communication between a supervisor and employee, focused on helping the employee achieve his or her best workplace results. It requires thoughtful planning, ongoing communication and commitment.

Policy Interpretation and Management

• Employee and Labor Relations Consultants provide guidance and development on university policies and procedures, including leave programs and reductions in force.