Employee Relations
Employee Relations FAQs*
Q. What is Employee Relations? What do you do?
A. As part of Human Resources Services, Employee Relations is a resource for employees, supervisors and managers to contact concerning work-related issues. Employee Relations representatives work with employees and managers to brainstorms solutions for work related issues. In addition, we also facilitate meetings between parties (employee/supervisor, employee/co-worker, etc.) to resolve and manage conflict. Employee Relations representatives advise managers who are initiating corrective and/or disciplinary action and reviews all employment actions (written warnings, final written warnings, suspension, demotion, termination, reduction in force) before they are issued to ensure compliance with University policies and procedures. Employee Relations representatives also coordinate the University's Employee Problem Solving and Due Process procedures.
Q. I would like to discuss some work-related issues. What is the best way to do this?
A. You may contact the Employee Relations Office regarding any work-related issues you may have. A Employee Relations representative can discuss the issues over the telephone or set up an appointment. You may contact Employee Relations at 426-1616.
Q. Will my discussions with Employee Relations remain confidential?
A. Often, to initiate the conversations necessary to create a reasonable solution to a workplace situation, all parties will need to be involved. However, if the employee would like the conversation to remain confidential, unless maintaining that confidentiality violates university or State Board of Education policy, or interferes with the University's legal obligation to investigate allegations of harassment or illegal activities, the University will maintain the strictest confidentiality possible.
Q. I was terminated during my probationary period. How do I appeal?
A. All classified employees must serve a probationary period when entering classified service (entrance probation) or when promoting to another position(promotional probation). While you are an entrance probationary employee, you may be terminated from employment for any non-discriminatory reason.
If you fail to satisfactorily complete your promotional probationary period and were promoted from another position at Boise State University you will be returned to a position in the classification in which you promoted from, or to another classification in the same pay grade for which you meet the minimum qualifications. If you refuse to accept the position, it is considered a voluntary resignation.
If you fail to satisfactorily complete your promotional probationary period and were promoted from another state agency you may voluntarily demote to a vacant position if you have held permanent status in that classification. If no position is available for the voluntary demotion option, you will be laid off.
For questions, please contact Employee Relations at 426-1616.
Q. My supervisor wants me to sign my performance evaluation but I don't agree with my performance evaluation rating. What should I do?
A. Remember that your signature on the evaluation does not signify agreement; it just means that you have received and read the document. You are welcome to add your comments to supplement the evaluation document or to prepare a rebuttal.
If you feel strongly that the rating significantly under-represents your achievements or that the document is inaccurate, you may wish to pursue dialogue with your supervisor or possible utilize the University's problem-solving process or mediation services.
Q. Can I have someone sit in on a meeting with my supervisor concerning my performance evaluation?
A. Employee Relations representatives will attend supervisor/employee meetings when requested as part of the University's dedication to encouraging employees, supervisors, and upper-level managers to resolve workplace issues at the lowest management level possible. As part of this commitment, the University requires you to make a reasonable attempt to discuss the issue with your immediate supervisor before filing for "problem solving."
Q. Someone at work mentioned "Problem Solving." What is that?
A. Problem solving is an informal chain-of-command process in which any employee may file a request for management reconsideration (problem solving) after being notified or becoming aware of a non-disciplinary, job-related matter that the employee feels adversely impacts them (compensation, except as it applies to inequities within the department, is not subject to problem solving). In order to achieve quick resolution of work place issues, strict timelines for filing for problem solving exist; within ten (10) working days for classified staff and five (5) working days for faculty and professional staff.
As part of informal problem resolution, an employee is first required to bring the matter to the attention of his/her immediate supervisor in an attempt to resolve the issue at the lowest management level possible. If the issue cannot be resolved at this level, the employee has the option of preparing a written request for problem solving. After a written review is received, the procedure provides for review at additional levels, typically ending at the Vice President level. The procedure also provides for the use of an impartial mediator upon agreement by the employee and department.
If an employee files for problem solving, or if you are interested in filing for problem solving, you are encouraged to discuss the matter first with an Employee Relations representative, at 426-1616, to ensure your obligation to the University and/or employee is met.
Q. Can my Employee Association Representative attend any of these problem solving meetings?
A. An employee is entitled to be represented by a person of his or her choosing at each step of the problem solving process with the exception of the initial informal discussion with the immediate supervisor.
Q. I just received a letter entitled "Notice of Contemplated Action." What do I do?
A. First you need to read and understand the process that is being outlined in the letter; time parameters for responding to the notice are stringent. Typically, you have the right to respond to the appointing authority concerning the contemplated disciplinary action. For questions, please contact an Employee Relations representative at 426-1616.
Q. Does the University have a dress code? Can my department tell me how to dress?
A. Boise State University does not have a standardized dress code for the entire university. In general the University's culture is that of "business casual" which means clothes that are professional in appearance and ironed and unstained; however, each department is free to determine the nature of the clothing they will allow in the workplace.
Q. I am confused. What is the difference between a classified, professional staff, faculty and "at will" employee?
A. The Governor, Legislature of the State of Idaho and State Board of Education define classified, professional staff, faculty and at will employees through Idaho Statutes and Board policies. In general: classified employees are overtime eligible and are support positions. These support positions may be administrative support, maintenance, and crafts and trades personnel whose employment conditions are governed by University policies and Division of Human Resources Rules, IDAPA 15.04.01. Professional staff employees are typically exempt from the Fair Labor Standards Act and are ineligible for overtime compensation. These positions include managerial and other positions directly involved with the administration of the University such as Accountant, Enrollment Counselor, or Marketing Director. Employment conditions for professional staff employees are primarily governed by University policies, individual contracts and State Board of Education policies. Faculty staff have the primary responsibilities of teaching the students of the University. Faculty staff's employment conditions are primarily governed by University policies, individual contracts and State Board of Education policies. "At will" employees are those employees that may be terminated from employment without proceeding through the disciplinary process and include temporary and entrance probationary employees.
Q. I have accepted a promotion. How do I resign from my job?
A. The University asks that you resign by informing your supervisor and Human Resource Services, preferably in writing that you are resigning. As a guideline and a courtesy, employees should provide at least two (2) weeks advance notice.
*While every effort has been taken to insure the accuracy of the information contained in our Frequently Asked Questions, the University can assume no responsibility for errors or omissions, or for damages resulting from the use of the information contained herein. For further information please contact Human Resource Services at (208) 426-4419.
Last reviewed September 2007