Slides 1 and 2 must stay together if you want to begin your presentation with the looping slide. Starting from slide 1, go into Slide Show mode, click the [play] button and it will take you to slide 2, which is the loop, this slide is hidden for the purpose of the loop. When you are ready to start your presentation, press “Esc”. This will take you back to slide 1. Then press page down to move to advance through your presentation.

May 19, 2015 2

Ombudsman

Informal

A strictly confidential conversation for any situation

The Ombudsman:

• Helps the employee options

• Employee decides how they want to proceed

• May refer to appropriate formal channels for resolution

An Ombudsman is confidential, informal, impartial and independent

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Impartial

Even-handed

equitable

CONVERSATION

FAIRNESS

unbiased

dis

cuss

neu

tral

unaligned

Speak

RESOLUTION

TALK

OBJECTIVITY

INDEPENDENT

CONFIDENTIALITY

neutral

DIPLOMACY

Respectful

SAFE

En

gag

e

OPTIONS

coaching

CLARIFY

ACTION

ad

voca

te

Guiding Principles

DISPUTE Dispute Resolution

Plan

Standards of Practice

PRIVACY

Communication Conduit

An Ombudsman provides

informal dispute resolution to

employees predicated on the

principles of fairness and equity.

The structure and practice of the

office is built on independence,

impartiality, confidentiality, and

informality.

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Confidential

• The Ombudsman may disclose your identity or other information if it is necessary to address the imminent threat of physical hard to an employee or other person, or risk of serious financial harm to the company.

Independent

• The Ombudsman operates independent of management and may

attempt to resolve any dispute prior to the initiation of mediation or

arbitration.

Impartial/Neutral

• As a third-party neutral, the Ombudsman is an advocate for equity,

fair process and the fair administration of process. However, the

Ombudsman does not take sides on behalf of any individual, cause

or dispute.

Informal

• The Ombudsman provides informal, off-the-record assistance only.

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Because of the informal, neutral, confidential and independent

positioning of an Ombudsman…

Ombudsman do not:

• Participate in formal investigations or in a formal resolution process.

• Serve in any other role in the company that would compromise neutrality.

• Be an agent of the company for the purposes of receiving notice for the

company.

• Make binding decisions on behalf of the company or mandate policies other

than those or the internal functioning of the Ombuds Office.

• Create or maintain records or reports for the organization with identifying

information

• Provide legal advice

• Testify in any formal or legal proceeding to reveal confidential

communications

• Shall not act as an advocate for any party in a dispute, nor shall the

Ombudsman represent management or visitors to the Ombudsman office

• Does not adjudicate final decisions

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Introduction

•The Ombudsman will conduct an introduction, clarify confidentiality and the process that

the Ombudsman will use to write down information for the Ombudsman’s purpose only.

Listen

•The Ombudsman will listen to the employee concern and ask any clarifying questions

regarding the issue.

Repeat for

Clarity

•The Ombudsman will repeat back the concerns to ensure that the information is correct.

•The Ombudsman will ask for any additional factual information (Dates, times etc…).

Generate

Options

•The Ombudsman will help the employee generate options.

Resolution

•The Ombudsman will help the employee and with the employee’s permission, work with

others to resolve the issue.

Post-

Resolution

•The Ombuds office will not retain records of the matter on behalf of the company.

May 19, 2015 7