Employee Relations Officer (ERO)
Your people-practices subject matter expert; overseer of formal employee grievances.
The Employee Relations Officer role was created in 2022 to invest in the development of faculty and staff, enhance communication across the College, foster trust and consistency in our People practices. The vision of this role is to continue building our culture and value as an employer, and provide feedback how to better serve our mission by offering an employee experience that is positive and progressive.
The Employee Relations Officer serves as a neutral and unbiased thought partner and subject-matter expert on team leadership and supervision, and formal or informal communication pertaining to individual or team performance. The ERO is also responsible for the timely and unbiased resolution of formally filed Employee Grievances.
Feedback for staff and faculty on:
- Communicating with supervisors or reports
- Retaining and developing team and individual talent
- Developing performance in yourself or a direct report
- Handling conflicts/disputes
Workshops & Training
- New leader assimilation
- Respectful workplace
- Custom and per your request!
Case management of formal employee grievances
ACC Administrative Rule
Board Policy Reference
- Filed within 30 days of the (most recent) incident, or knowledge of the incident, beginning after any attempted informal resolution
- Provide written outcome of the Grievance within 90 College business days (unless otherwise stated by ERO in writing)
- Escalate Grievance to the appropriate Executive Vice Chancellor or their delegate if supervisor does not respond (without ERO extension granted) within ten College business days
Benefits of Speaking with the ERO
- Neutral, non-judgmental thought partner on matters related to employee performance
- Prevention of conflict escalation to the point of formal grievance or other action
- Proactive investment in the development and performance of yourself or your team
What the ERO Can Do
- Provide neutral and unbiased, timely, and documented hearing of formal Employee Grievances
- Give feedback on how to informally resolve concerns
- Refer you to Ombudsperson, Human Resources, Equal Opportunity Compliance, or other parties
- Help improve or resolve issues related to employee behavior and performance
- Advise and assist with progressive discipline
- Clarify policies and procedures
- Help record and monitor a concern or employment-related matter
- Enhance consistency in how employment policies and procedures are interpreted and applied
What the ERO Can’t Do
- Conduct Investigations
- Handle issues related to illegal discrimination
- Personally facilitate a mediation
- Take action on behalf of an individual or party
- Mandate actions that employees or supervisors take
Contact the Employee Relations Officer
Schedule an Appointment
Email the ERO
File a formal Employee Grievance
Frequently Asked Questions
- When should I go to the Ombudsperson instead of the ERO?
- When should I go to HR instead of the ERO?
- Who Does the Employee Relations Officer Report To?
Not finding what you are looking for?
Contact the Office of the Ombudsperson for confidential help, informal resolution, or referral to tools/resources.
Contact the Office of Human Resources if you have questions about your benefits, salary, or existing HR tool or resource.
Contact the Office of Equal Opportunity Compliance if you believe you have faced illegal discrimination, harassment, or retaliation
Resolution of an Employee Grievance
Grievance Process Form
Equal Opportunity Compliance Office
The Mediation Process
Bullying/Harassment Fact Sheet