UC ANR Principals of Community

The UC ANR community stretches across the state of California.  Its members – employees, stakeholders, partners, volunteers, community groups and clientele – engage in work that often has national and international implications.  This unique community provides a supportive environment that promotes and fosters the development and extension of knowledge through research, experimentation, education, discussion and reflection.  It is founded on principles strengthened by common goals, shared interests, camaraderie, and a passion for improving the quality of life in all communities.

Read the full UC ANR Principals of Community here, and/or for more information contact the UC ANR Staff Assembly.

Informal Conflict Resolution

Overview

UC ANR is committed to providing individuals the right to a safe and neutral process for the resolution of conflict.  That process shall be fair, efficient, and free from reprisal.  Recognizing that each individual has both a personal interest in, and a share of the responsibility for resolving their conflict, UC ANR encourages and facilitates the use of an informal conflict resolution process.

In informal conflict management employees initiate a problem-solving process aimed at settling differences fairly, at an early stage, in an open manner, without retaliation, and as close as possible to the source of conflict.  The informal conflict resolution procedure encourages early resolution of problems and/or concerns.  Administrative officials must be responsive to complaints.  If problems and/or conflicts arise that cannot be resolved between an employee and their immediate supervisor, it is expected that the administrative official seek assistance from Employee and Labor Relations for issues involving staff employees, or Academic Human Resources for issues involving academic appointees.

Administrative officials and/or employees may seek assistance from the UCD Office of the Ombuds, which provides informal, confidential, and impartial dispute resolution services for all members of the UCD community, including academic appointees, staff, and students.  To contact the Office of the Ombuds, call (530) 754-7233 or visit https://ombuds.ucdavis.edu/.

Principles

Administrative officials are responsible for supporting a workplace environment that adheres to the following principles and responsibilities.

• Conflicts are inevitable and may produce benefits and positive results if managed effectively and expeditiously.
• Early recognition of conflict is critical.
• An effective conflict resolution process promotes compromise or collaboration as people learn how to work harmoniously, develop creative solutions to problems, and reach outcomes that mutually benefit those involved.
• The administrative official must promote an environment that emphasizes commitment, continuity, and consistency with respect to conflict resolution.

Responsibilities

• Issues should first be brought to the attention of the relevant individual(s).
• It is both the right and the responsibility of individuals involved in a conflict situation to attempt to resolve conflict on an informal basis.
• Administrative officials must encourage and facilitate conflict resolution so that the employee is encouraged to seek resolution within the unit.
• All parties involved in the resolution process should encourage open communication and cooperative problem-solving.
• All parties involved in the resolution process should focus on the real issues and concentrate on a win-win resolution.
• If the employee feels uncomfortable about raising the issue within the unit, they may seek assistance from Academic Human Resources, Employee and Labor Relations, or the UCD Ombuds Office. The following assistance is available.
  • Clarification of issues that created the conflict/concern
  • Information regarding available options
  • Articulation of interests and possible remedies
  • Information on policies and procedures
  • Key referral sources
  • Ongoing follow-up

To initiate informal conflict management independently:

• Review How To Begin Informal Conflict Management
• If you have a conflict within your unit, bring up the problem by following the suggestions in How to Handle Conflict in the Workplace and How to Interact with Difficult People
• If the conflict is with a person in another unit, bring the problem to the attention of your immediate supervisor before initiating informal conflict management

Note: Employees are not required to use informal conflict management and should be aware that attempts at informal conflict management do not extend the time limits for filing complaints or grievances.

To initiate informal conflict management with assistance:

If you feel uncomfortable bringing up a conflict on your own, contact Employee and Labor Relations.  In addition to providing advice and guidance, you may be referred to one or more of these employee support services for assistance:

• The Academic and Staff Assistance Program (ASAP) provides personal and family assistance.
• The Office of Diversity and Inclusion monitors fairness and compliance in employment.
• Disability and Leave Management provides counseling and disability management services for employees and supervisors.
• Employee and Labor Relations administers collective bargaining agreements and processes grievances.
• The Title IX Officer is responsible for responding to issues that involve unwanted sexual attention, sexual harassment or sexual violence.
• Risk & Safety Services oversees practices and procedures that impact the environment and employees’ health and safety. Risk & Safety Services assists employees who have a work-related injury or illness (Workers’ Compensation).

For more information contact Employee and Labor Relations.