Workplace Culture FAQs

You can request EmPaCT support here.

Common issues include:

• Microaggressions and interpersonal conflicts
• Poor communication and talking past one another
• Disagreements or tensions that seem to have gone on for years
• Team dysfunction and lack of leadership
• Someone who never seems to listen or doesn’t understand how they come across to colleagues
• Other unprofessional conduct

Please note that while the following issues may be discussed with one of our resolution facilitators, there are limitations to the level of confidentiality we can legally provide, depending on the information disclosed. You may discuss any confidentiality or other concerns in your initial consultation.

• Academic/research misconduct
• Allegations of fraud
• Physical or sexual assault or violence
• Criminal behavior
• Discrimination
• Termination/discipline
• Misconduct in violation of a Policy or Regulation
• Salary disputes
• Whistleblower complaints
• Violations of Collectively Negotiated Agreements

The decision to participate is voluntary. We encourage you to take advantage of our support if conflict is negatively impacting your work environment or your ability to work, especially if your supervisor or UHR recommends it. However, your participation is entirely up to you.

EmPaCT staff has the expertise and discretion to determine which services are appropriate and recommended, on a case-by-case basis. There are many reasons why mediation may not be advised, including:

• The parties in conflict might benefit more from individual coaching or facilitated dialogue before or in lieu of mediation
• The conduct implicates a specific policy or warrants discipline
• The parties have conveyed that they will only be satisfied with an unrealistic result (e.g. “I never want to work with this person again”)
• The conflict is so complex that it requires alternative resolution pathways, such as restorative justice, additional training, conflict coaching, etc.

Just because a conflict may not be appropriate for mediation doesn’t mean there’s no hope or help! Our team may refer you to another campus resource, provide information about our Employee Assistance Program, or help you connect with your leadership to chart the best path forward.

Yes. Prior to beginning mediation, you must sign an agreement confirming that you understand that it is confidential and that you will only share information with the consent of the other parties involved.

The only exception to this is if a party shares new informtion not provided to the facilitator during the initial assessment meeting that invokes a possible violation of University Policy or law.

No. Statements, notes, and other disclosures made during the process may not be used in later proceedings. All parties sign an agreement regarding confidentiality and disclosure prior to starting mediation.

Mediation is entirely voluntary, and no one can force you to participate, agree to anything you’re not comfortable with, or make you continue with the process if you would like to leave. And the same goes for the other party in conflict. Introducing third parties, including support persons such as union reps or lawyers, may impact the process – and not always for the best. For this reason, advocate accompaniment is generally not permitted. There are, however, other processes that address university conflict that do allow for a support person or advocate (e.g. labor management conferences and investigations conducted by the Office of Employment Equity). Feel free to discuss any questions or concerns you may have about these guidelines with your conflict navigation specialist.

Because such processes are strictly voluntary, all parties must agree to participate. If the person you’re in conflict with is not interested in a facilitated process, you can still speak with one of our specialists about alternative ways to address the conflict. Our team can also help steer you toward support through other campus offices or from your leadership, if appropriate. Finally, we can also put you in touch with someone from the Employee Assistance Program, who can provide you with resources to manage stress, improve communication, and address other workplace health issues.

In most cases, you will not be required to inform your supervisor about meeting with EmPaCT. Any facilitated process (e.g. mediation), however, will likely necessitate taking time away from your regular work duties, and so it may be advisable to inform leadership of your participation. Please note that the substantive nature of your participation would generally not warrant disclosure, only the fact and timing of your participation.

Other circumstances under which your supervisor may be made aware of your engagement with EmPaCT include:

• Your supervisor may be invited to engage in the process to provide context or information, with your express consent; or
• Your supervisor may have concerns about you utilizing conflict navigation services that they would like to share directly with UHR.

Either you may inform your supervisor about your EmPaCT engagement or UHR can share this information on your behalf. You’ll have an opportunity to discuss this at length with one of our specialists.

EmPaCT will do its best to accommodate employees’ availability and work commitments in order to facilitate an initial touchpoint – by video, phone, or in person. During consultation, you will have an opportunity to discuss the possibility of obtaining a work release and permission from your supervisor for future EmPaCT meetings.