Human Resources Mission, Vision, and Strategic Goals For You

Grievance Resolution/Alternative Dispute Resolution

 

  • All staff appointments covered under and defined in the policy on Terms and Conditions of Employment of Staff (VI.F.5):
    • Executive, Management, Professional, Operational/Technical, Administrative and Operational Support, and Police, Fire and Skilled Trades
  • Postdoctoral Researchers, Clinical Residents and Clinical Interns as defined in the policy on Terms and Conditions of Employment of Postdoctoral Researchers, Clinical Residents and Clinical Interns (VI.F.13)
  • Graduate Student Staff as defined in the policy on Terms and Conditions of Employment of Graduate Student Staff (VI.F.11)

You can initiate the process by completing the online ADR form. An alternate, fully accessible is available and may be submitted via email if you have difficulty accessing the online ADR form.

Use this image to view the form. Do not start creating the form until you are ready, once you start completing it, HR will automatically receive it. In case you need to stop completing the form once you've started it, click Finish this Later.

 

  • A complaint by an employee that alleges they have been, or are being, adversely affected by a specific:
    • Improper application of one or more University rules, regulations, or policies; or
    • Improper action, inaction, or decision of any supervisor, department head or other persons with administrative control and responsibility.
  • The dispute must be directed toward the University, not person, and the employee must not have raised the concern through any other University policy or procedure.

During the informal process, an ADR specialist/mediator is assigned to meet with each party individually. During this process, individuals strive to find mutually satisfactory management or resolution of their disagreement. The ADR specialist doesn't’t decide who is right or wrong; instead, they will help parties understand what’s behind the conflict and brainstorm options to solve it. If the participants are able to come up with their own solutions to the conflict, the mediator helps draft a written summary, a copy of which each participant receives.

During the formal process, a committee comprised of three trained employees, will review all pertinent data, will meet individually with both parties and will submit a report of findings and its recommendation to the vice president of human resources to render a final decision.

Examples might include

  • Written warning
    • Additional time or defined plan for improvement
    • Acknowledgement of necessary improvement
    • Reduction or removal of discipline
  • Termination
    • Separation agreement or resignation
    • Ability to consider jobs based on strengths
  • Application of policy
    • Better understanding of procedures
    • Potential compromise
Yes. The informal ADR process would be an attempt to resolve concerns. If however, the parties are unable to reach a mutually acceptable resolution; either party may then request a formal review.
Individuals wishing to initiate the ADR process are encouraged to do so as soon as possible following the incident(s). It must be filed within 10 days of the action. The time limits for filing complaints cannot be extended.
Each individual and issue is treated with the greatest degree of confidentiality possible. In all situations, confidentiality is maintained on a strict need-to-know basis; however, confidentiality can only be respected insofar as it does not interfere with the University’s obligation to investigate allegations of misconduct that require it to take corrective action.
Purdue University prohibits retaliation against individuals who initiate the ADR process or who participate in the complaint resolution process. Retaliatory action is regarded as a basis for a separate complaint under the University’s procedures. If you believe that you have been retaliated against for initiating the ADR process, or for participating in the resolution process, please contact the Office of Human Resources.
The ADR specialist makes no judgment with respect to who is right or wrong.  Rather, the ADR specialist’s goal is to help parties understand each other’s shared interests and opposing views and develop solutions with the parties. If the participants are able to develop their own solutions to the conflict, the ADR specialist will prepare a written summary, which will be signed and kept by each participant and by the ADR specialist.  

The divisional HR Business Partner can further explain the University’s policies and procedures to you and can assist you in initiating the ADR process.

The Alternative Dispute Initiation Form is an online DocuSign Form. This is a screen capture of the form.