The Employee and Labor Relations (ELR) team serves as a trusted partner to faculty, staff and human resource professionals regarding questions, conflicts and issues that arise in the workplace. The Employee and Labor Relations team leads these services and strategies for the Ohio State community and Wexner Medical Center.The ELR team combines expertise in workforce policies with a collaborative approach to deliver proactive and strategic services to the university.
ELR works closely with administrators, managers and human resource professionals to understand the unique needs and objectives of each college and business unit. ELR also helps problem solve, provide advice, and interpret policies, procedures, labor contracts and key federal and state regulations.Below are some of the core services provided by Employee and Labor Relations. Click the title of the service to read more about how an Employee or Labor Relations Consultant can assist you or your team. Employee and Labor Relations Consultants assist in resolving problems and conflicts in the workplace before they escalate to a disruption. Employee and Labor Relations Consultants are available to provide problem-solving strategies to managers, human resource professionals, or employees involved in conflict. They can also assist in facilitating informal mediation.
Current Employees - Human Resources at Ohio State Current Employees Ohio State faculty, staff and student employees can use the buttons below to browse important HR information. Department of Labor and Employment. 633 17th St., Suite 201. Denver, CO (303) 318-8441. Department of Labor & Industrial Relations. Princess Ruth Ke'elikolani Building. 830 Punchbowl Street, Room 321. North Dakota Department of Labor. State Capitol Building. 600 East Boulevard Ave., Dept 406. Bismarck, ND.
Conflict in the workplace can arise in a wide variety of ways. It can range from workplace misunderstandings, very mild interpersonal problems, to serious conflicts. MediationHuman Resources also offers formal mediation services. Mediation is a voluntary and confidential process in which a neutral third party helps disputing parties work through and resolve problems. It is not available for resolving disputes related to promotion and tenure, discrimination, sexual misconduct, serious misconduct/criminal activity, discharge or issues governed by federal or state law. For more information on mediation services, please call (614) 688-5396.
– Detailed information on OHR’s mediation services. Employee and Labor Relations Consultants serve as objective hearing officers in matters involving corrective action, employee grievances and resolutions of dispute, when applicable.
Corrective action is the process used to identify and correct undesirable behavior of employees. The objective of corrective action is to eliminate undesirable behavior and provide employee a fair and just process. Visit for university policies related to corrective action.Resources.
– A step-by-step guide for the university’s performance improvement process for unclassified, classified civil service and bargaining unit staff. See the page for additional information regarding bargaining unit members. Employee and Labor Relations Consultants perform objective and thorough investigations of employee complaints in many areas, including discrimination, sexual misconduct and workplace violence. Consultants also investigate allegations that university policies have been violated.
Investigations play a key role in the university’s risk management strategies and practices. Through consultations and investigations, the Employee and Labor Relations team provide guidance on key employment practices and laws to ensure a healthy work environment.Contact your Employee and Labor Relationship Consultant for more information on investigations. You man also visit for university policies related to investigation topics.Resources.
– Use this form to formally file a workplace discrimination or harassment complaint. Employee and Labor Relations Consultants assist managers and human resource professionals in establishing performance expectations and accountability to ensure productive employees and work environments. Performance management is an ongoing process of communication between a supervisor and employee, focused on helping the employee achieve his or her best workplace results.
It requires thoughtful planning, ongoing communication and commitment.View for university policies related to performance management. Managers and human resource professionals can contact their Employee and Labor Relations Consultant for tools and resources to strengthen the performance management process.