BIAS INCIDENT RESOURCES FOR EMPLOYEES
Marquette University provides faculty and staff with a variety of resources for addressing bias incidents and other forms of discrimination or misconduct. Services range from anonymous reporting and confidential consultation to informal mediation and formal grievances.
Office of the Ombuds
The Office of the Ombuds, directed by Dr. Kerry Egdorf, is an invaluable service to our employees. This confidential, impartial, independent and informal resource provides all faculty and staff at Marquette with an individual who serves as a neutral conflict resolution consultant, mediator or referrer to assist with a variety of employee concerns.
Office of Human Resources
The university provides all employees various avenues for addressing and resolving disagreements with their supervisor, manager or any other member of the university community. These avenues include both formal and informal grievance procedures. Please see the Employee Handbook starting on p. 27 for details on Grievances and Appeals.
The Department of Human Resources is available to assist employees in determining if an issue qualifies for the grievance procedure. The Affirmative Action Officer is available to assist employees in determining whether the grieved action involves behavior prohibited under the university’s nondiscrimination, sexual harassment, racial abuse and/or general harassment policy, and if so, to direct and assist the employee in the university’s grievance procedures.
Marquette University’s Affirmative Action Officer is Lynn Mellantine, Assistant Vice President of Human Resources.
EthicsPoint Reporting Hotline
Marquette values its obligation to students, faculty, staff and the public to maintain the highest ethical standards. To help maintain those standards, the university offers an anonymous, confidential hotline for reporting activities that may represent misconduct.
Marquette contracts with EthicsPoint to provide a secure server and toll-free hotline, which are not operated by Marquette. This resource may be especially important for members of our community who feel uncomfortable discussing suspected misconduct with their colleagues or supervisors.