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• Direct or mediated intervention where possible

Peer to Peer:

• Duty to address it, starting with coaching

Employee to Supervisor:

• Supervisor duty to intervene

• Performance management and/or disciplinary action when egregious or repeated

• Reference required skills, ACC, values, policies

• May Involve HR for guidance

Supervisor to Employee:

• Not acceptable at ACC

• Report to next-level supervisor where possible

• Involve Human Resources

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Immediate Action

• Threats to physical and psychological safety are non-negotiable
• Administrative Rules & Guidelines:

Discrimination & Harassment; Progressive Discipline; Ethics

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• Removal from workplace may be warranted as a precaution

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• Involve Human Resources as soon as possible

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• Examples include:
• Protected class harassment; threats of harm; violence; refusal to de-escalate
• May occur in writing, verbally, non-verbally

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• Who is the conflict with? Who else knows or has witnessed?

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• What are some major and/or recent examples?

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• What prompted you to share this now?

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• Have you attempted to address the problem with this person directly?
• How did it go?
• If not, what are the reasons for not having a direct conversation?

What We’ll Ask

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• Informal Resolution
• Mediation, coaching
• Equal Opportunity Compliance, Ombudsperson

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• Formal resolution
• Performance management, disciplinary action
• Human Resources, supervisory chain

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• Immediate action
• Threat to safety (physical or psychological), refusal or inability to stop
• Supervisor, police, Human Resources

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Courses of Action

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Winning Statement

VALIDATE

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STATE YOUR ‘WANT’

ASK FOR (affirmative) AGREEMENT

* Pro Tip: Ask if you can respond or question before doing so. Your message is only as effective as the listener’s willing to hear it!

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Your supervisor assigns you work that you don’t have time for and which you don’t think is aligned with the Theory of Change.

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An Example

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Winning Statement

I understand…

I can see how…

I agree that…

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I want to make sure I understand…

I want to be able to meet the expectation…

I want your advice on how I can…

* Pro Tip: Ask if you can respond or question before doing so. Your message is only as effective as the listener’s willing to hear it!

Would you be willing to…

Can you help me decide…

I’m thinking __, am I on the right

track?

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Bill reports to you and receives an email from a supervisor in another department. The other supervisor is obviously dissatisfied with Bill’s support and questions his abilities in the email. Bill tells you he feels insulted and embarrassed by the email.

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An Example

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Winning Statement

I appreciate that…

It makes sense that…

Thanks for bringing to my attention that…

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I want the opportunity to…

I want to ensure the issue is addressed…

I want to better understand…

* Always get permission to speak or you won’t be heard!

In the future, will you instead…

Are you willing to…

Will you reach me if...

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HR Is Always Involved In…

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• Termination & termination actions (Administrative Rule 4.1300.01)

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• Allegations of discrimination, harassment, retaliation (Administrative Rule 4.0901.01)

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• Confidentiality statements & employee records (Guideline/Procedure 4.0800.01.1)

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• Cases involving leaves, healthcare, benefits (Administrative Rule 4.0502.01)

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• Criminal activity (Guideline/Procedure 4.0300.04.1)

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When in doubt… REACH OUT!

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We’re here for YOU!

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Call, Text, Email your HR Business Partner directly: HR Business Partners

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Mojo Ticket for HR Support

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Email: hrsupport@austincc.edu Phone: 512.223.7572

Now…

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Ask Us ANYTHING!