I want help from my department or school to address my concerns.
Postdocs seeking department or school help to address a concern should follow the general process below. If, however, you feel uncomfortable bringing your concerns to the individual at one of the stages, then start with the next step in the process (eg, if your HR Manager is the source of your concern, then start with your department Chair).
Note: All the individuals listed on this page (manager, chair, dean, etc.) are required to consult with the Office for Institutional Equity when they learn about potential violations of Duke's Policy on Prohibited Discrimination, Harassment, and Related Misconduct. If you want to avoid that, consider discussing your issue with a confidential option instead.
1. HR/Business Manager Intervention
Discuss concerns with your HR or Business Manager, including whether the concerns can be kept confidential, and consider options for intervention and possible outcomes and consequences.
Depending on the situation, the HR or Business Manager may discuss your concerns with individual or all parties (e.g., your faculty mentor or lab-mates), or report the concerns to others (Chair, Dean, Office for Institutional Equity). There may be corrective or disciplinary actions.
2. Department Chair Intervention
If concerns cannot be addressed after HR or Business Manager intervention, discuss them with your department Chair, including whether the concerns can be kept confidential, and consider options for intervention and possible outcomes and consequences.
Depending on the situation, the Chair may discuss concerns with individual or all parties (e.g., your faculty mentor or labmates), or report concerns to others (e.g., Dean, Office for Institutional Equity). There may be corrective or disciplinary actions.
3. Dean Intervention
If your concern cannot be satisfactorily addressed by the HR or Business Manager or department Chair, you can bring it to the leadership of the school in which your program is housed to address the issue.
Depending on the situation, this may entail discussions of the concern with individual or all parties, reporting of the concerns to others (e.g., Office for Institutional Equity), and possible corrective or disciplinary actions.
4. Staff & Labor Relations
Staff & Labor Relations provides HR policy support and guidance, manages the dispute resolution and disciplinary processes, manages the collective bargaining agreements with employees represented by a union, and helps foster effective manager-employee relationships.
Disagreements are normal and sometimes even healthy for an organization. People should feel free to respectfully express differences of opinion and constructively address and resolve them. Duke realizes that there will be times when a complaint cannot be resolved without some formal dispute resolution process. While most disagreements can be solved informally, some are complex and deserve additional dedicated and trained resources to assist and support all involved to find resolution.
Dispute Resolution Eligibility
As employees, Postdoctoral Associates who have successfully completed the 90-day orientation and evaluation period of employment are eligible to use the Dispute Resolution Procedure when policy disagreements arise.
Staff Member's Rights with Corrective Actions and the Dispute Resolution Process
Staff have the right to file a formal grievance using the Dispute Resolution Process in order (1) to appeal any formal corrective action such as written warnings, final written warnings, or terminations; or, (2) to appeal an employment decision that the staff member believes to be discrimination based upon his or her age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.
Staff cannot file a formal grievance using the Dispute Resolution Process for reasons of (1) disagreement with a performance evaluation rating or (2) as result of a job classification or reclassification. Any disagreement with performance ratings or job classifications should be reviewed by the staff member’s department. The staff member should discuss these circumstances with his or her supervisor’s supervisor.
This guide was adapted from material created by Duke PhD Kirsten Overdahl for the Graduate School. If you have questions about this guide, please email Molly Starback, Director of Duke Postdoctoral Services, at molly.starback@duke.edu