POLICY

A. Purpose

The interests of both employees and Lawrence Berkeley National Laboratory (Berkeley Lab) are best served when any problems relating to the workplace are resolved as part of regular communication between employees and supervisors. To ensure prompt and constructive solutions, problems in the workplace should be resolved through the appropriate management chain and, whenever needed, with the assistance of the Human Resources Department. Although employees should seek to resolve problems at the lowest possible level, sometimes the supervisor is not available or is not the desired contact. Employees may access successively higher levels of the management chain or the Human Resources Department at any time.

B. Persons Affected

This policy applies to all non-represented employees. Represented employees should consult their collective bargaining agreement (CBA).

C. Exceptions

Request for exceptions that exceed what is allowed under current policy or that are not expressly addressed by current policy are considered exceptions to policy. A request for an exception to policy requires, at minimum, approval by the Chief Human Resources Officer (CHRO).

D. Policy Statement

1. Areas of Responsibility: Managers and supervisors are responsible for determining and effecting appropriate Laboratory goals and objectives. Managers, supervisors, and employees are expected to work together to achieve those goals and objectives.
   1. Responsibilities of Managers and Supervisors
      1. Developing performance expectations
      2. Assigning work and establishing deadlines
      3. Determining training needs
      4. Evaluating performance
      5. Rewarding achievement
      6. Taking corrective action
   2. Responsibilities of Employees
      1. Meeting expectations
      2. Performing assigned tasks capably and on time
      3. Staying current in the skills required for their classification
      4. Keeping their supervisors informed about job-related activities
      5. Complying with the rules of the workplace and conducting themselves appropriately
2. Employees and Supervisors: When an employee is concerned about working conditions, job safety, rate of pay, job classification, or other matters pertaining to his or her employment at the Laboratory, that employee should contact his or her supervisor. When an employee seeks such counsel, the supervisor should try to help resolve the problem in a reasonable manner. Supervisors should try to prevent the escalation of employee issues by advising and counseling the employees in the early stages of potential problem situations.
3. Employee Labor Relations: When a supervisor or employee has difficulty resolving a work-related problem, the division's Human Resources (HR) Center can provide assistance. The staff of the HR Center, with the support of the Employee Labor Relations (EL R) unit of the HR Department, is qualified to provide assistance resolving these problems. They may:
   1. Provide guidance to employees and/or supervisors on all possible methods to solve work-related problems. The objective of this guidance is to achieve a solution that is workable and consistent with the satisfactory performance of the duties to which the employee has been or may be assigned.
      Additional Information

      Employee Assistance Program

      UC CARE Services

      University Health Services, Tang Center

      2222 Bancroft Way, Suite 3100

      Berkeley, CA 94720

      510-643-7754
      

      Appointments are available M - F

   2. Provide guidance to supervisors on options that may be taken when an employee's performance or conduct does not improve, consistent with Laboratory and University policy and good employee relations
   3. Advise employees of their rights when an employee believes that he or she has been treated inappropriately
   4. Refer employees and supervisors to University or Laboratory employee assistant services.

E. Roles and Responsibilities

Roles, responsibilities, authority, and accountability are documented in applicable procedures listed in Section H below.

F. Definitions/Acronyms

G. Recordkeeping Requirements

There are no recordkeeping requirements; however, it is recommended that supervisors and the HR Center keep appropriate records of incidents.

H. Implementing Documents

I. Contact Information

For information regarding this policy contact your Division's HR Center.
Feedback on HR policies or procedures is welcomed. Send comments to [email protected].

J. Revision History

DOCUMENT INFORMATION

Source Requirements Documents

• DOE Contract DE-AC02-05CH11231, Mod No. M046, Sec. J, App. A, Advance Understandings on Human Resources
• University of California Personnel Policies for Staff Members (PPSM) 70, Complaint Resolution

Implementing Documents