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Operations Manual The University of Iowa

PART III. HUMAN RESOURCES
DIVISION VI CONFLICT MANAGEMENT


CHAPTER 28: CONFLICT MANAGEMENT RESOURCES FOR UNIVERSITY STAFF

(Amended 9/93; 3/1/02; 11/04; 9/12; 12/12; 4/13)

28.1 Policy on Conflict Management Resources for Staff
28.2 Administrative Review
28.3 Exempt Merit System Members Grievance Procedures
28.4 Grievance Procedures for Professional and Scientific Personnel

28.1 POLICY ON CONFLICT MANAGEMENT RESOURCES.
(Amended 9/12; 4/13)

In order to maintain and promote a fair and productive work environment for all University staff, the University encourages the active resolution of workplace conflicts. Staff members and supervisors are encouraged to maintain and utilize open communications to promote and maintain a civil and humane workplace. The University also provides a variety of mechanisms to facilitate the management and constructive resolution of conflict situations involving staff when workplace conflicts occur.

The University encourages the resolution of conflict at the earliest opportunity, or the lowest step in whatever dispute resolution process is used. Both formal procedures and informal conflict resolution mechanisms are provided. Staff are encouraged to use informal resolution whenever appropriate. When staff use multiple forums to raise non-grievable issues (as defined by the applicable grievance procedures), the University may, upon consultation with the staff member, designate one to be the primary forum appropriate for final resolution of the situation.

Together, the resources listed are intended to provide fair, thoughtful, and effective means to manage and/or resolve conflict situations, and thereby promote the work of the University. Working independently or collaboratively, these mechanisms constitute the system of conflict management for University staff (note references to University policies):

Together the resources outlined above constitute the University Conflict Management System for staff. In support of an integrated approach to conflict management, these resources may work collaboratively to resolve conflict situations. The University, however, reserves the right, upon consultation with the staff member, to designate one to be the primary forum appropriate for resolution of non-grievable issues, as defined by the applicable grievance procedures. These resources and procedures are available to all University staff, except where governed by or reserved as exclusive to a collective bargaining agreement, Merit System rule, or overriding University or Board of Regents, State of Iowa, policy. For more information, please refer to the specific policies or offices cited above.

If you are a person with a disability who requires an accommodation in order to utilize these resources, please contact Faculty and Staff Disability Services, 121 University Services Building, in advance.
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28.2 ADMINISTRATIVE REVIEW.
(3/1/02; 12/12)

Individuals with disabilities are encouraged to participate in all University of Iowa-sponsored programs. If you are a person with a disability who requires an accommodation in order to participate in this process, please contact your department Human Resources representative in advance.
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28.3 EXEMPT MERIT SYSTEM MEMBER GRIEVANCE PROCEDURES.

Note: The University follows the Grievance Procedures established by the Board of Regents as set forth in IAC 681-12.9 (19A), 681-12.10 (19A); 681-12.11 (19A); [681]3.127 (19A); [681]3.128 (19A). The following is a reproduction of those sections.

For supervisory exempt and confidential merit positions. For positions covered by a collective bargaining agreement consult the current contract.

(See also IAC [681]12.9(262); [681]12.10(262); [681]12.11(262).)
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28.4 GRIEVANCE PROCEDURES FOR PROFESSIONAL AND SCIENTIFIC PERSONNEL.
(Regents amended 6/19/91; amended 7/1/99; amended 3/1/02)


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Page last updated June 2014 by Office of the Senior Vice President for Finance and Operations