Resolving Complaints

 

UT Dallas is a Great Place to Work

…but miscommunication or misunderstanding can happen any time two or more people work together. Many complaints start out as a problem with communication. Perceptions about who is to blame for a problem, our feelings about an issue, and even our desire to been seen as “right” can complicate or prevent good communication. Sometimes agreement can be reached if all parties resolve to listen to all sides of an issue, and then cooperatively work toward a common solution.

At other times, it may be helpful to seek assistance outside of the parties directly involved. Employee Relations staff can assist individuals and groups with:

  • Setting Goals
  • Clarifying Expectations
  • Reaching Consensus
  • Establishing Accountability
  • Facilitating Understanding
  • Mediating Agreements
  • Training Teams to Work Effectively

While most complaints can be resolved informally, we can also assist employees and supervisors with formal resolution options including:

  • Consulting with employees and supervisors about policies and complaint resolution options.
  • Explaining the timelines contained in the resolution policies.
  • Providing assurance that employees are heard and that processes are followed.
Confidentiality

If you need to discuss a matter with Employee Relations staff, we will maintain confidentiality in a manner consistent with State and Federal regulations. Some issues may require further investigation or consultation with other campus departments. In such cases, information will only be shared with other individuals on a need-to-know basis.

At UT Dallas we appreciate and foster the many advantages that come from working in a diverse community where everyone is treated equitably, with dignity and respect. This means that no person will be excluded from participation in, denied the benefits of, or be subject to discrimination under any program or activity sponsored or conducted by the University because of their race, color, gender, religion, national origin, age, disability, citizenship, veteran status, or sexual orientation.

What to do if you think you may be experiencing discrimination:

  • Understand Your Rights

    You have a right to a work environment that is free from illegal bias, discrimination, intimidation, hostility, or retaliation.

  • Document What Happened

    Write down what happened. Keep track of dates, places, times, witnesses and the nature of the problem.

  • Report the Problem Immediately

    We urge you to report any problem you have with discrimination.

UT Dallas is committed to the principle that the learning and working environment of our students, employees, and guests will be free from sexual harassment.

The University’s Sexual Harassment Policy applies to administrators and supervisors, regular and temporary faculty members, teaching and research assistants, staff members and students. It applies to actions and behaviors that affect any employee, student or guest of UT Dallas.

The Office of Human Resources (HR) provides leadership in implementing actions in support of the principle of a campus community free from sexual harassment. HR facilitates the training of all new faculty and staff, assists in periodic faculty and staff education, consults with individuals and groups and investigates complaints of sexual harassment.

What to do if you think you may be experiencing sexual harassment:

  • Understand Your Rights

    You have a right to an educational or work environment free from bias, intimidation, hostility, or retaliation. Sexual harassment is a violation of University policy and it is prohibited under Title VII of the Civil Rights Act of 1964, as amended, and Title IX of the Education Amendments of 1972.

  • Object at the Time

    Tell the harasser that the behavior is unwelcome. Your response could prevent future harassment from the person, especially if he or she did not realize the behavior was offensive.

  • Tell Someone

    Talk to a trusted friend, colleague, teacher or counselor. Ask for advice and support to help stop the harassment.

  • Document What Happened

    Keep records in a journal. Make note of dates, places, times, witnesses and the nature of the harassment.

  • Write an Email Message or Letter

    An email or letter to the harasser can be an effective way to communicate objections to certain behaviors. It should state: (a) the facts of the situation, (b) the effects the behavior has had on you, and (c) that you want the behavior to stop. (Remember: You do not have to confront the harasser. This is merely an option that is open to you.)

  • Report the Problem

    We urge you to report any problem you have with sexual harassment. The staff of the UT Dallas offices listed below can assist you by listening, taking your report, and helping you stop the harassment now. Don’t wait, take action today.

For more information or assistance, please contact:

Human Resources

Phone: 972.883.2221

Mail Stop AD 10

Vice President for Student Affairs

Phone: 972.883.6391

Mail Stop SSB 46

Carolyn Lipshy Galerstein Women’s Center

Phone: 972.883.6557

Mail Stop SSB 41

UniTeD Against Sexual Assault

Have you ever had a disagreement at work about a job assignment, your schedule, a performance evaluation, or the interpretation or application of a rule? Whether it involves your supervisor, a co-worker, or someone from another office on campus, HR can assist you in reaching an equitable resolution.

Where to start

Many complaints involve communication problems, so a good place to start with almost any work related complaint is to listen. Try to understand the issue from the other party’s point of view. After listening, try to agree on a solution.

Where to go next

Work with your chain of command. You can ask your supervisor for help. Sometimes another opinion can help you see all sides of an issue.

The formal process

While most complaints can be resolved informally, HR can assist employees, co-workers and supervisors with formal resolution options including:

  • Consulting with employees and supervisors about policies and complaint resolution options.
  • Explaining the timelines contained in the resolution policies.
  • Providing assurance that employees are heard and that processes are followed.