Addressing GrievancesSometimes situations arise at work in which you feel that you have been mistreated or misunderstood. There are a number of different ways to follow up with any complaints or grievances that you may have in regards to fair treatment. In general, follow this order of contact:
- Your supervisor
Your supervisor can help you resolve workplace issues and should be your first line of contact. Discussions with your supervisor can often solve problems that may develop and often lead to a better working relationship.
- Your Human Resources manager
HR managers are available to assist employees and supervisors in resolving workplace issues and conflicts. Since open communication facilitates fair treatment, you are encouraged to ask questions and to offer opinions and suggestions. To initiate contact with an HR manager, call Human Resources at 412-268-3386.
- The university ombudsman
In the event that the HR manager and the individuals involved cannot reach consensus on a work-related issue, the university ombudsman is available to consult with you. The ombudsman's role is to hear complaints, help clarify issues and suggest possible solutions to work-related problems. The ombudsman coordinates formal grievance procedures and the staff grievance panel, which will make the final decision if necessary. Contact Ombudsman Everett Tademy at firstname.lastname@example.org or 412-268-1018.
The Staff Council Grievance Committee provides information to staff members who think they may have a grievance. Its purpose is to assist in a fair grievance process—endorsing neither the grievant nor the university. You may also contact LifeWorks for support while coping with a workplace issue or conflict.
Carnegie Mellon University Policy Against Sexual Harassment and Sexual Assault
Carnegie Mellon is dedicated to the free exchange of ideas and the intellectual development of all members of its community. For this exchange and development to take place freely, the institution fosters a positive learning, working, and living environment that promotes the confidence to work, study, innovate and perform without fear of sexual harassment or sexual assault. This policy is intended to clearly identify violations of this standard, provide resources to deal with their effects, and describe detailed procedures to address complaints of sexual harassment, including sexual assault. While these principles are clear and straightforward, the detailed procedures set forth in this document are necessary to assure that these matters are handled in a fair, thoughtful and thorough manner, consistent with our dedication to the integrity of our process.
This policy was approved by President's Council on April 11, 2013 and replaces and supersedes the University's Policy against Sexual Harassment and Policy against Sexual Assault, which were first approved in 1981 and 1991, respectively. This policy includes changes mandated by the U.S. Department of Education Office for Civil Rights (OCR) "Dear Colleague Letter" dated April 4, 2011.
This policy should be reviewed in its entirety on-line: http://www.cmu.edu/policies/documents/SA_SH.htm.
All members of the Carnegie Mellon community are asked to complete the Preventing Workplace Harassment online training to learn to identify the behaviors that may be offensive to others.