Conflict Resolution for Student Employment Issues

In the event a student employee feels unjustly treated with regard to pay, termination, or other employment-related circumstances, that student should follow the steps outlined below

If you believe that you have been discriminated against or harassed because of your race, color, sex, religion, national origin, sexual orientation, disability or age, you should seek out the advice and assistance of the Civil Rights Officer in the Human Resources Office. The current Civil Rights Officer is Nicole Ack. Her office is in Lib. 3238 and her phone number is (360) 867-5371.

Prevention
You may be able to reduce or prevent conflict by making sure that you are in good dialog with your supervisor early on to help keep conflicts from escalating. Make sure that you keep your supervisor informed about your work progress and any issues that may arise. In addition, you should feel free to make sure you understand the expectations of your supervisor. Ask if things do not seem clear, and review expectations to make sure both you and your supervisor are in agreement.

Sometimes conflicts are inevitable, and we recognize that there is a power differential between a supervisor and an employee. If you have difficulty with any of the process outlined below, you can meet with the director of Student Employment, the Mediation Center, or the Campus Grievance Officer to discuss your options and get some coaching on how to work through the process.

Steps in the Student Employment conflict resolution process

1. First, seek recourse directly with your supervisor. Be clear about your concerns and what you want the outcome to be. Doing some writing before you meet with your supervisor may be helpful. Here are some questions that may help you to be clear about the situation before you meet.
   • Describe the incident in as much detail as you can. Dates of events are useful.
   • How did you feel about what happened - at the time and now?
   • What was not acceptable to you about that interaction or situation?
   • What outcome would you like to have?
   • What are you willing to do to create an outcome that you would prefer? This step must be completed within 30 days. Your employer has 5 working days to respond to your concerns.
     
     Support available for Step 1 through the Student Employment Office
2. • We can review your preparation and ensure you understand how to proceed in the meeting with your supervisor.
   • We can identify an advocate to help you prepare for your meeting with your supervisor.
   • We will review the conflict resolution process with your and make sure you understand the options available to you.
   • We can arrange for a facilitator for this meeting.
     
     
3. If you are unsatisfied with the meeting with your employer, you may ask the Director of Student Employment to review your case. This request must be made within 30 days following Step 1. The Director will ask you for:
   • A written summary of events and your concerns, and the outcome you seek.
   • A meeting with you and with your employer either separately or together, depending on your preference.
   Based on the information presented by the student and the employer, the Director will conduct an investigation as appropriate. The Director will attempt to seek a mutually agreeable solution. If appropriate, the Director may refer your case to the Mediation Center.
   
   Investigation procedures
   When appropriate, the Director of the Student Employment Office will conduct an investigation. An investigation consists of the following components:
   • The Director of the Student Employment Office will talk to all stakeholders or other persons with information.
   • Information will be shared with parties in conflict as appropriate, so that those involved can make decisions.
   • Records and/or notes of information collected in an investigation are destroyed when the conflict is resolved or moved to another step in the process.
     
     
4. If a mutually agreeable solution or decision cannot be reached with the support of the Student Employment Office Director and/or the Mediation Center, the case may be referred for a hearing board or to binding arbitration. These options may be arranged by the Director of the Student Employment Office at the request of the student employee.
   • Information on Campus Mediation services may be found at www.evergreen.edu/mediation. Mediation requires voluntary participation by all parties.
   • Information on Hearing Boards and how they work may be found in the Rights and Responsibilities booklet available form the Office of the Vice President for Student Affairs, or on line at http://www.evergreen.edu/policies/category/studentaffairs.htm. Decisions of hearing board or arbitrator are final.

Support Persons
Either or both parties to the conversation may choose to have a support person with them during meetings. The support person does not discuss the case, but provides support to the person with whom he or she came. In the case when a support person will be present, the Student Employment Director must be informed well in advance of the meeting so that the other party or parties to the discussion have that information before the meeting

Confidentiality
As with all negotiations that rise to the level of needing intervention it is appropriate to keep the situation confidential. This includes not discussing or complaining about the situation to others and not having external discussions of the meetings or conversations while trying to reach a mutually agreeable solution.

Updated: July 18, 2005