Panel Member Volunteer Training
You're Invited!
Duke is committed to fair and equitable treatment for all staff.
And has established the Dispute Resolution Process to provide a fair, orderly, and prompt resolution of disagreements.
Any claim arising out of or relating to employment policies will be settled in accordance with this process.
Both the staff member and Duke are required to utilize this procedure to resolve disagreements falling within its scope.
All unresolved disputes may be submitted for review to the Dispute Review Panel.
AND That's where YOU come in!
You are invited to become a panel member volunteer and facilitate this step of the dispute process on behalf of Duke.
If you choose to participate as a panel member you are expected to:
- Attend a Training
Provide time to sit on panels
- Collaborate with others
- Maintain professionalism
- Create a respectful environment
- Keep things confidential
- And to do your best
If you choose to accept this invitation
Fill out the form below and register for our
Upcoming Panel Member Volunteer Training.
Three Duke staff members will serve as an internal Dispute Review Panel. Staff and Labor Relations will select three panel members from a list of trained, qualified individuals who are diverse in race, gender, job classification, and employment level.
No panel member may be employed by the same department as the staff member filing the complaint.
Copies of any documents that either party wishes to use to support the action taken must be provided to the other party no later than five working days prior to the Dispute Review Panel.
The review must be held within 15 working days from the time the application form is received by the office of Human Resources. The panel will review all information presented and offer a joint recommendation for action no later than 15 working days after the close of the hearing.
The panel’s written recommendation for action will be forwarded for review to the appropriate senior leader - either the vice president, vice chancellor, dean, chairman, chief executive officer, chief financial officer, chief operating officer, executive director, or senior associate operating officer and to the director of Staff and Labor Relations.
The senior leader - in consultation with the director of Staff and Labor Relations - will render the final decision.
In cases related to involuntary separation or allegations of harassment or discrimination, the recommendation for action will also be submitted to the Executive Vice President of Duke University, the Chancellor, the Provost or their designee. Review and final decision approval will then follow.
Please fill out the below form. Select 3 training sessions that you are available.
This very important process and we appreciate your willingness to participate.
Staff and Labor Relations will send you an email to confirm we received your request
Please place your selected options on hold in your calendar
(SLR will then send another email once you've been assigned to your session.)