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Issues to Explore

When should an employee consult with the University Ombuds?directional signs

  • When you have a problem or complaint and wish to talk informally through options with someone not directly involved
  • When you are not sure what to do or who to talk with within the University community about a conflict or concern
  • When you want to know more about University policies and how to understand them
  • When you feel your problem has not been heard
  • When you want to learn ways of resolving conflict on your own
  • When you want to discuss a sensitive CCU-related issue

Types of issues you might explore with the University Ombuds:

  • Interpersonal conflict or difficulties; supervisor-supervisee conflicts and colleague relations; a troubling evaluation or assessment
  • Issue clarification or untangling a complicated situation; competing perspectives or agendas; misunderstandings based on cultural perspectives
  • Confusion about a University policy, or the perception that a policy has been applied unfairly; uncertainty about what department or office could assist you; information about formal processes for resolving your concerns    
  • Ethical issues and CCU values, instances of misconduct or unprofessional conduct
  • Perceived retaliation or fear of retaliation: fear of coming forward or of acting to stop unacceptable behavior
  • Perceived unfair treatment, harassment, discrimination, abuse of power, bullying
  • Career/personal coaching: help writing a reference, evaluation, commendation, a letter of concern, or responses
  • Improving communications: assistance with difficult conversations in performance appraisal or disciplinary action; help to move beyond a perceived impasse in a work relationship; information about formal processes for resolving your concerns
  • Health and safety concerns at the workplace
  • Suggestions for improvement at CCU
  • Identifying strategies for overcoming interpersonal barriers in the workplace; working conditions, campus cultural changes