Ombud: 'listener' or 'neutral party'
The ombud serves as designated 'neutral' parties who provide office/service and managerial/professional employees access to confidential, informal, independent and impartial assistance in managing conflicts and solving work-related problems.
The ombud provides an additional level of support outside the formal grievance processes. Though not empowered to change policy, the ombud may be able to facilitate the handling of a problem or direct employees to the person most likely to help. All matters brought to the Staff Ombuds are confidential, and employees will not jeopardize their employment by seeking the services of the Staff Ombuds.
The ombud is neither an advocates for any individual or group nor do they represent university management. Rather, they are advocates for respectful dialogue, fair practices and mutual understanding within and across the institution.
Staff Ombud
Layton Brooks
Available during normal university hours or at other times by special arrangement.
Canfield Administration Building South (ADMS) 407
402.472.8076
lbrooks2@unl.edu
Information about faculty ombuds services is available through the Office of the Executive Vice Chancellor.
Why You Might Contact a Staff Ombud
Employees may contact the ombud for a variety of reasons. For example, you may desire:
- Clarification of employee rights, university policies or procedures
- Information about options and resources for addressing work-related issues
- Help in exploring an informal resolution to a work-related problem
- Assistance in communicating with other staff or university administrators
How a Staff Ombud can Assist Staff
- Clarifying university options and procedures
- Developing and evaluating options or courses of action and assisting employees in knowing how to pursue an option
- Identifying dispute resolution alternatives for staff who seek options and referring individuals to appropriate services
- Coaching employees on how an issue or concern may be presented more effectively
- Looking into a problem informally with permission and, when appropriate, presenting recommendations to the employee or others
- Facilitating conversations around disputes — either by going back and forth between parties and individually talking with them so that they have a better understanding of the dispute or by bringing the parties together in order to assist them in reaching their own settlement
- Recommending systems change to appropriate individuals