StaffOptions For Bullying

I Want Information and Support

Ombuds Services

This office provides on-site and remote services to UNM employees (faculty and staff), graduate students and their colleagues. A skilled ombuds will listen to you, help you identify available options and resources, and support your process of evaluating whether (or not) to take specific actions. The ombuds provides a neutral perspective on your situation, as well as information about useful campus and community resources.***

What should I expect?

This office is a confidential, informal service that helps you think out loud about your situation. Your communications with and visits to the ombuds remain confidential, even to the UNM administration.
You determine what your next steps will be following the ombuds visit. Any reporting or other actions you take following your consultation with the ombuds are entirely up to you.
This office supports informal and collaborative problem-solving, in which your participation is always voluntary. Ombuds Services does not engage in investigation, advocacy, reporting, sanction, or formal process of any kind.

Counseling, Assistance and Referral Services (CARS)

This source is confidential

CARS provides on-site and remote services to assist UNM faculty and staff members with professional and personal concerns. CARS supports employees with a variety of challenges, including conflicts with coworkers, relationship difficulties, anxiety, stress and job burnout, depression, eldercare, alcohol or other drug abuse, managing change, grief and loss issues, and preparing for retirement.

What should I expect?

Regular appointments to treat a wide range of staff and faculty concerns from a therapeutic perspective.
Consultation for Supervisors managing employees.
Crisis intervention during work hours.

Supervisor

This source is not confidential

Supervisors may offer guidance and referrals, and may help you resolve a situation informally, but they are also required to report certain incidents to university authorities. As supervisors, they may also have competing responsibilities toward other staff or faculty involved in the conflict.

Supervisors also play an important role in resolving bullying disputes, both informally and formally, via the University’s Respectful Campus policies (Faculty Handbook C09 and University Administrative Policy 2240). If you wish to report bullying by another staff member, contact the offending colleague’s Supervisor. If a faculty member engages in bullying, contact the offending faculty's Chair.

What should I expect?

The supervisor may be able to refer you to helpful campus and community resources, including appropriate places for reporting misconduct.
Your supervisor may recommend remedies to help manage the situation, including voluntary mediation and changes to work schedule or environment.
If you experience harm from your own supervisor, you may consult with their supervisor.

I Want To Report

Supervisor

This source is not confidential

Supervisors also play an important role in resolving bullying disputes, both informally and formally, via the University’s Respectful Campus policies ( Faculty Handbook C09 and University Administrative Policy 2240). If you wish to report bullying by another staff member, contact the offending colleague’s Supervisor. If a faculty member engages in bullying, contact the offending faculty's Chair.

What should I expect?

The supervisor may be able to refer you to helpful campus and community resources, including appropriate places for reporting misconduct.
Your supervisor may recommend remedies to help manage the situation, including voluntary mediation and changes to work schedule or environment.
If you experience harm from your own supervisor, you may consult with their supervisor.

Human Resources

This source is not confidential

The Division of Human Resources investigates incidents of potential policy violations. HR also works with employees and supervisors to promote a respectful and fair workplace, offers guidance, training, and consultation to employees and supervisors experiencing conflict, and provides resources to enhance staff and faculty well-being.

What should I expect?

HR Consultants offer guidance to staff and supervisors about University policies and procedures and can receive reports of potential policy violations. They may also refer employees to other HR departments and campus resources.
Labor and Employee Relations investigates incidents reported to HR or submitted through the University’s EthicsPoint Hotline. HR investigations may lead to disciplinary action.
Individuals wishing the file a complaint anonymously should utilize the EthicsPoint Hotline.

EthicsPoint Hotline

This source is not confidential

EthicsPoint is a third-party hotline and website through which any member of the campus community can report any suspected misconduct at the university. The UNM Compliance Office uses this information to initiate investigations and generate data on policy violations at UNM. You may use EthicsPoint to submit either an anonymous or identified report to the University.

What should I expect?

The University may choose to start an investigation per the relevant policy.
If you provide your name, someone from the University may contact you for more information about the incident. They may also ask you to serve as a witness in an ongoing investigation.
If you choose to remain anonymous, you will not be contacted unless you file your report with another campus office. However, be aware that your report to the EthicsPoint Hotline may trigger a University investigation of the campus unit where the incident occurred.
CEEO will use the information you provide to identify individuals and units that have engaged in repeated misconduct.
You may learn about actions the University has taken in response to your anonymous report by logging back in to the EthicsPoint website.