The mission of the Employee Relations function within the Office of Human Resources is to provide exemplary customer services to both employees and managers to foster a collaborative work environment. Employee Relations focuses on promoting good workplace behaviors that are respectful, reasonable and responsible.
Background
Employee Relations serves as a resource for both managers and employees. To assist with concerns relating to employee relations, the Office of Human Resources has four designated representatives to assist.
Performance Management
The Performance Management function is essential to supporting management in developing the skill-sets of a goal-oriented and productive workforce. Our goal is to cultivate a culture of employee engagement by ensuring that each employee is aware of the expectations associated with their role and responsibilities in relation to achieving the University’s mission, vision and departmental goals. Performance Management is based on the principles of setting expectations, coaching and evaluating performance which are fundamental elements of the overall performance management process.
Georgia College is committed to employee development. All employees are evaluated within the first six-months of employment. The following forms assist us in managing performance effectively:
- Six-Month End of Probation Evaluation
- Annual Performance Evaluations
- Performance Improvement Plans
- Resources for Supervisors
If you have any questions or need additional information, please reach out to:
Amber Collins
Assistant Director for Employee Relations & Benefits Services
478-445-4236
employeerelations@gcsu.edu
Progressive Discipline and Grievance Procedures
Progressive Discipline
Georgia College’s progressive discipline procedures are designed to provide a structured corrective action process to improve performance or behavior and prevent a recurrence of undesirable employee behavior and performance issues. It has been designed consistent with GC organizational values, the Office of Human Resource (HR) best practices, and employment laws.
GRIEVANCE PROCEDURES
A grievance will be available to handle claims that a person has been harmed by any action that violates the policies of either Georgia College or the Board of Regents of the University System of Georgia (USG) or for requested disciplinary review of progressive discipline resulting in demotion, suspension, or termination of employment.
If you have any questions or need additional information, please contact:
Amber Collins
Assistant Director for Employee Relations & Benefits Services
478-445-4236
amber.collins@gcsu.edu
Conflict Resolution and Mediation
conflict RESOLUTION
Georgia College is a community where collegiality, trust, and collaboration are encouraged. The resolution of conflict at the lowest possible level allows our campus to inspire an academic environment that excels in teaching, research and service. Our goal is to create an atmosphere of mutual respect through successful conflict resolution. Facilitated discussion, conflict coaching, team building, and mediation are all available to help our community to be engaged, inclusive and successful.
Why Mediation
Conflict is a normal part of every public and private human interaction. It promotes intellectual discussion, and is an opportunity to facilitate change. There are many alternatives in resolving conflict so the method chosen can maximize the potential outcomes while minimizing human, institutional, and social costs.
Georgia College is a community where collegiality, trust, and collaboration are encouraged. The resolution of conflict at the lowest possible level allows our campus to inspire an environment for the best in education, teaching, research, and service.
The major goal of Mediation is to make the institution more respectful of human relationships, and more effective in fostering communication in our students, faculty, and staff.
What is Mediation?
Mediation is a method of dispute resolution that allows two or more parties to discuss in a voluntary, informal, structured way, solutions to issues by generating options and coming to a mutually acceptable agreement with the assistance of a neutral third party (mediator). Mediation is available to all faculty, staff, and students.
Mediation is…
- A commitment to a voluntary approach
- A willingness to identify and discuss issues
- A clarification of roles, responsibilities, and expectations
- A consistent approach
- Encouraging exchange between parties
- Creating realistic solutions
- Working out mutual agreements and options
- Honoring confidentiality
Mediation is not…
- A legal proceeding
- A replacement for the disciplinary system
- Counseling
- A place for judgments
- A public airing
What Does a Mediator Do?
The mediator is available to assist individuals in reaching a mutual settlement. In facilitating the process, the mediator may suggest alternatives for the resolution of a dispute but will not impose a judgement on the issues.
Mediators…
- Encourage the respectful exchanges of information
- Identify new information
- Help parties to understand each other’s views
- Restate the identified issues and interest
- Promote a productive level of communication
- Identify differences in perceptions and interests between parties
- Encourage flexibility
Frequently Asked Questions
Would I have to go through mediation before filing a formal grievance?
No. Mediation is a recommended alternative process and individuals are strongly encouraged to solve differences at the least invasive level. Filling a grievance is one alternative – but not usually found to be the most positive recourse.
What if I’m not satisfied with the results of mediation?
Individuals may continue formal grievance procedures consistent with Georgia College policies.
Are there trained mediators on campus?
Yes. Several individuals on campus (both faculty and staff) have been trained in mediation. Contact the Office of Human Resources for assistance.
Will my inquiries be held in confidence?
Usual or normal mediations are held in confidence, with only the parties knowing the specific situation. Exceptions include those situations where there are allegations of illegal activities. In such situations, outside experts are notified.
If you have any questions or need additional information, please contact:
Kayla Brownlow
HR Generalist
478-445-5932
kayla.brownlow@gcsu.edu
Workers Compensation and Return to Work
Workers Compensation
All employees of Georgia College & State University are covered by the provision of the Georgia Workers' Compensation Act. This act provides payment for medical and hospital expenses, as well as disability compensation in the event an employee is injured in the course of employment while performing their job duties. Georgia College & State University's Workers' Compensation program is in accordance with the regulations of the Georgia Department of Administrative Services (DOAS), and provides Workers' Compensation coverage for all employees.
Return to work
Georgia College values its employees and will exhaust all measures to allow an employee to come back to work, if possible, by returning the employee to his/her previous position with full duties as assigned, with restrictions or a modified work duties agreement, or on a temporary basis.
For more information regarding these services, please feel to or contact:
Tonya Anderson
Benefits Coordinator
employeerelations@gcsu.edu
478-445-1898
Disability Services and Leave Administration
For more information regarding these services, please feel to contact:
Tonya Anderson
Benefits Coordinator
tonya.anderson@gcsu.edu
478-445-1898
Employee Complaints
If you have a complaint that you would like to be known, please visit MyGCSU and select the General Complaint Form from the Employee Relations Forms Section.
For more information regarding these services, please feel to contact:
Kayla Brownlow, M.S.
HR Generalist
kayla.brownlow@gcsu.edu
478-445-5932
Reasonable Suspicion for Substance Abuse
Georgia College seeks to provide a safe environment for learning and work. Any affected employee may be required to submit to drug testing when their supervisor has reasonable suspicion to believe that the employee is under the influence of illegal drugs.
For more information regarding these services, please feel to contact or use the My GCSU site:
Kayla Brownlow, M.S.
HR Generalist
kayla.brownlow@gcsu.edu
478-445-5932
Employee Exit Interviews
For more information regarding these services, please feel to contact:
Tonya Anderson
Benefits Coordinator
tonya.anderson@gcsu.edu
478-445-1898