Conciliation

The conciliation process maybe requested by an employee or a manager to seek assistance in resolving communication conflicts. The conciliation process maybe a precursor to other formal avenues, including the grievance process.

Outlined below are guidelines for utilizing the conciliation service.

• Whenever possible an employee or supervisor should first discuss his or her concern with the other party prior to requesting conciliation services.
• Human Resources and Equal Opportunity will provide such conciliation assistance only when the supervisor and employee jointly agree such assistance is desirable. It is recommended that the supervisor involved in such a process determine his or her department head's support of such involvement.
• The role of Human Resources and Equal Opportunity will be to help facilitate communication and, when appropriate, to help identify viable, mutually acceptable alternatives for both parties. It is not the role of Human Resources and Equal Opportunity to serve as an advocate for either party or to identify which party is "right" or "wrong" unless there has been a clear disregard of regulations or policies. In that case, the Human Resources and Equal Opportunity conciliator can advise both parties of pertinent policies, regulations or procedures.
• If the informal conciliation process does not correct the situation, employees or supervisors may seek more formal avenues such as grievance procedure, disciplinary action or appeals, as appropriate.