Employee Relations

Overview

Employee Relations advises and supports managers on employment related matters, university policies and procedures as well as federal and state laws, and resolves complex employment situations (consulting with UNL HR as appropriate). 

What We Do

• Provide support to employees and managers with policy clarification, conflict resolution, coaching performance, written warnings, performance improvement plans, RIF and the termination process
• Provide guidance on FML, ADA, Title IX, Worker’s Comp; refer as appropriate
• Strategize and consult on effective relationship building techniques and communication next steps 
• Perform exit and stay interviews
• Provide confidential, pro-active, impartial consultation to managers to facilitate a positive working relationship with employees
• Promote a collaborative relationship with UNL HR, giving them a heads up in situations that could have a larger impact
• Advise and support managers in developing management/leadership skills, communication strategies and best methods in working with employees (i.e. difficult conversations, conflict resolution)
• Provide performance management and development guidance to managers for coaching and career development (i.e. coaching employees on technical skills, how to have performance evaluation conversations, and how to provide development opportunities to employees)
• Create templates (in consultation with UNL HR) to provide to HR generalists and managers
• Develop IANR processes to support ER services (in consultation with UNL HR)
• Ensure issues are addressed in a consistent manner according to guidelines, policies and procedures
• Educate managers and staff on guidelines, policies and procedures
• Interpret guidelines and policies (consulting with UNL HR as appropriate)
• Identify issues with repeating themes and develop training as appropriate
• Refer issues to UNL-HR, UNL-OD, EAD, EAP, etc., as appropriate

IANR HR will refer situations directly to UNL HR when:

• A known or perceived EAD or ADA related concern is mentioned (issue will be directed to UNL HR and/or EAD).
• A decision is made to move forward with a written warning (IANR HR will consult with UNL HR to determine the appropriate way to address the situation).
• A decision is made to formally address a performance issue (probation, termination).