Office of the Ombudsperson

OFFICE OF THE

University Ombudsman

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Information for Faculty

The Ombudsman shall not formally intervene in any matter covered by a collective agreement, employment policy or employment legislation unless all parties, including the relevant bargaining unit or staff association and the Department of Human Resources or the Office of Faculty Relations, as applicable, consent, in writing, to the Ombudsman’s involvement, or unless specifically contemplated in the policy. The Ombudsman is not precluded from advising parties to a matter regarding his/her rights and responsibilities, nor from assisting parties to understand the complaint, and supporting parties through this process (Terms of Reference 5.5).

Queen’s and QUFA (Queen's University Faculty Association) concluded a Letter of Agreement establishing a conflict resolution program to assist members of the QUFA bargaining unit in situations of conflict. QUFA Members experiencing interpersonal or professional difficulties with colleagues are invited to make use of this new service - it's free and confidential. For more information see the Queen's-QUFA Conflict Resolution Service​.  

Protocol on Harassment by Students

Queen's University is committed to a working and learning environment that is free from harassment and discrimination. This includes harassment of, and discrimination against, academic staff members by students. To that end, the University has developed a Protocol to promote a harassment-free environment. The Protocol is primarily directed at the Unit Head (Department Head in a departmentalized faculty or Dean in a non-departmentalized faculty) as the key person to oversee the handling of such matters when they arise and to guide the academic staff member. The Protocol is a guide intended to bring the appropriate resources into play in a situation as quickly as possible. Where appropriate, the Protocol also encourages discussion with the faculty member and student early in the process so as to informally resolve the matter. 

Would an Organizational Ombudsman work with a union to help resolve issues? [1]

The extent to which an Ombudsman would work with a union depends in large part upon the nature of the issue. Most Ombudsmen refrain from significant involvement in issues that are specifically covered by a union contract and for which a specific, formal resolution process is mandated by the contract. However, an Ombudsman can often be a very useful informal resource for union leadership or union employees for issues that are not governed by the contract.

 


[1] ombudsassociation.org/resources/frequently-asked-questions, question 11.