Reporting Workplace Concerns
Workplace concerns can take many forms and, when not addressed, can impact an individual's achievement and the university’s mission. Carnegie Mellon offers resources to help members of the community address questions or issues that may affect your experience at CMU.
Reporting Options
- Discussion with your supervisor can usually solve problems that may have developed and often leads to a better working relationship. The university provides resources to assist with managing conflict through open communication.
- Your HR business partner is available to consult with you if a discussion with your supervisor does not resolve the workplace concern.
- The employee and labor relations partner can consult with you regarding the staff workplace investigation process.
- The staff ombudsperson can provide information and referral, aid in answering questions, and assist in the resolution of workplace concerns.
- Through the Ethics and Reporting Hotline, you can report concerns anonymously online or by phone.
- Staff members can file a grievance when a workplace issue cannot be resolved through other channels.
Confidentiality
These reporting options are available to assist employees, and the individuals representing these offices will handle your information with sensitivity and discretion. They will take reasonable steps to maintain confidentiality. However, supervisors, faculty and administrators may have an obligation to report or follow up on certain workplace concerns, such as harassment claims and reports of illegal activity.
Retaliation
Staff members can raise workplace concerns to their supervisor, the Office of Human Resources or other reporting office (ombudsperson, Office for Institutional Equity and Title IX) without fear of reprisal or retaliation. It is a clear violation of university policy for a supervisor to retaliate against a staff member who raises a concern.
What to Expect After Reporting a Concern
Once you report a concern through one of the reporting options, an assessment will be conducted to discuss appropriate next steps. Staff may be directed to support resources. Concerns related to discrimination, bias and sexual misconduct will be directed to the Office of Institutional Equity and Title IX.