The Higher Education Workplace
Vol. 10, No. 2 | Fall 2018
The Risk Management and Compliance Issue
Mediation: A Low-Cost Strategy for Resolving Workplace Disputes
The how and why of mediation, including considerations and limitations for facilitating a workplace mediation program, documentation best practices, and how to approach mediation in specific situations.
That Could Never Happen Here: Compliance and Safety Imperatives for Today's College Campus
By Maureen De Armond
On the 21st-century campus, "that could never happen here" is an intolerably naive response to incidents of abuse and violence. This article examines the role of human resources in supporting a culture of safety and compliance on campus.
Faculty and Staff Free Speech: Balancing Individuals' Rights With Those of the Institution
By Trenten Klingerman
Colleges and universities face myriad free speech scenarios spanning an array of viewpoints and involving stakeholder populations with a variety of interests. HR can and must play an active role in recognizing and appropriately addressing faculty and staff free speech issues.
A Blueprint for Conducting a Fair, Legal, Comprehensive Internal Civil Rights Investigation
By Joseph Vincent
The rise of Title IX litigation related to sex-based discrimination in higher education has provided a new opportunity to assess and reflect on institutional approaches to civil rights investigations. By learning and understanding some investigatory best practices, seemingly complex civil rights investigations become methodical, intentional and just.
Addressing Distress Before It Becomes Disaster: How HR at One University Is Driving a Threat Prevention and Assessment Program for Staff and Faculty
By Julie Roe and Nate Taylor
By using a holistic approach, University of Tennessee Knoxville's 946-CARE program provides tools and resources to enhance safety and mitigate risk among the campus's workforce, allowing the university to connect early and often to help those in distress.
A Practical Approach to Mitigating Risk Related to Workplace Harassment and Pay Equity
Employers have both a legal and a moral obligation to ensure safe, respectful, equitable and compliant workplaces. By evaluating policies, procedures and processes, and leading and championing change where it’s needed, HR organizations can help create a culture where all employees feel safe, valued, respected and included.
Also in This Issue
A Word From the President and CEO
- State-Implemented Paid Leave Policies Translate to Regulatory Nightmare for Employers
- Nike Bolsters Wages of 7,000 Staffers to Close Pay Gap — Will Other Firms Follow Its Lead?
All things CUPA-HR