Business and Administration

There are many circumstances under which people can benefit from an “off the record” conversation with someone knowledgeable about Auburn University and its policies. Topics you may want to discuss could involve conflicts with co-workers or supervisors; communication problems; concerns about job status and work environment; and questions about what options are available for handling a problem according to AU policy. Or, you may wish to learn what resources are available to you, request a reality check, or request information about the rights and responsibilities of all parties. Topics might include:

• Interpersonal difficulties with colleagues, subordinates, or supervisors
• Departmental and interdepartmental conflicts
• Preparing for a difficult conversation
• Harassment or discrimination
• Violations of university policy
• Workplace disputes
• Bureaucratic frustrations
• Retaliation
• Formal processes and procedures
• Ethical dilemmas
• Cultural misunderstandings
• Conflicts of interest
• Disciplinary actions
• Research misconduct
• Incivility or rudeness
• Health and safety concerns
• Unprofessional conduct
• Academic freedom and integrity
• Protecting your reputation

• Actively listen to your questions and concerns
• Offer information about Auburn University policies, procedures, and programs
• Discuss your concerns and clarify issues
• Help identify and evaluate a range of options for resolving a problem
• Gather information and offer referral to other resources when appropriate
• Advise you on steps to resolve a problem informally
• Facilitate communication indirectly or, when given permission, through serving as an impartial third party
• Work for collaborative agreements through negotiation or mediation
• Track perceived issues and trends
• Make recommendations for review of policies or procedures to appropriate bodies

• Make decisions, findings of fact, or determine the “guilt” or “innocence” of those accused of wrongdoing
• Establish, change, or set aside policies or administrative decisions
• Offer legal advice
• Offer psychological counseling
• Participate in grievances or other formal processes
• Serve as an agent of notice for Auburn University
• Serve as an advocate for any individual

In our office, a mediation is a conversation between two or more people facilitated by an impartial person (an ombuds) who has no stake in the conflict. Participation in mediation is entirely voluntary for all parties involved, including the ombuds, and anyone can end a mediation at any time.  The ombuds will maintain confidentiality before, during, and after the mediation.

Typically, the ombuds will meet separately with all individuals before deciding if informal mediation is appropriate. In mediation, people meet face-to-face to listen to each other, express their needs and wants, and develop a plan to resolve their issues. Depending on the situation, the ombuds may ask each side to talk about why they’re here, ask questions, identify and discuss the parties’ interests, help brainstorm options for solving or mitigating the problem, or stay out of the way if the conversation seems productive.

The ombuds are impartial and do not render an opinion on whether either party is right or wrong. We have no authority to bind parties to an agreement.  We are present to help the conversation be productive and ensure everyone has an opportunity to express their thoughts.  The process is self-determinative, and any agreement will be created and entered into by the parties themselves.

Whether a mediation is fruitful ultimately depends on the people in conflict. The chance of success is high if they

• come in good faith,
• are willing to listen to each other respectfully,
• consider all offers of resolution thoughtfully,
• put themselves in the shoes of the other party,
• compromise or jointly create a win-win solution, and
• follow through on their commitments.