Employee Relations

Conflict is often unavoidable in the workplace. However, South Texas College prides itself in fostering a work environment that maintains a college community of integrity and excellence to excel the success of our students.

The South Texas College Employee Relations team offers various services to help you resolve workplace issues, promote positive relationships, and improve the work environment. These services include consultation, facilitation, mediation, and workplace investigations. The Employee Relations team provides this service to all South Texas College Faculty and Staff, at no cost to participants. Explore these available options below.




Consultation is a service provided to guide employees in navigating workplace issues. Similarly, a consultation may also be requested by an employee for clarifications on College policies and procedures, including disciplinary processes.

Supervisors who are considering any disciplinary action with an employee, must contact and receive approval from the College’s Human Resource Office and Employee Relations team.

Consultation for Supervisors and Employees
Consultation for Supervisors and Employees
Disciplinary Process Conduct and Performance Improvement Plan
Complaint Process Time Fraud
Retaliation College Policies
Harassment Workplace Investigation


Facilitation is a service provided to assist employees in managing difficult conversations that pose challenges for an individual or team in reaching a particular goal. The Employee Relations team provides both informal/formal facilitation support to help college staff navigate these discussions.

Facilitation usually involves difficulties in professional relationships. Correspondingly, this process is facilitated by having 1 - 2 individuals or a small group meet with an Employee Relations representative to informally/formally resolve a potential dispute.

Facilitation Needs and Topics
Facilitation is appropriate when: Common facilitation topics deal with:
Processes are unclear for meeting objectives and goals Disciplinary processes
Difficult decisions need to be made by individuals/groups Interpersonal differences
Team members have interpersonal tensions Disagreements in opinion regarding conduct and performance appraisals
Supervisors or employees need help having difficult discussions Interpretation of College Policy


When an issue becomes a full-fledged dispute between two parties, mediation may be the best alternative. Mediation is a voluntary, private and formal process where a neutral third party helps disputing parties manage their conflict through dialogue in a controlled environment.

Mediation can be requested by disputing parties (if both are in agreement). The process is coordinated by the ER team at no cost to parties.

Mediation Process
The mediation process: Appropriate in the following cases:
Is formal and follows a specific format Behavioral conflicts
Is moderated by a trained Employee Relations Representative or a neutral outside third party when appropriate Interpersonal conflicts
Aims to help generate ideas proposed by parties Leadership conflicts
Aims to end with mutual resolution determined by the parties Personality and/or work-style conflicts

Workplace Investigations

Occasionally, serious issues can lead to workplace investigations. Additionally, some cases require the involvement of the Title IX, 504, and Compliance Office, including all sexual harassment and discrimination complaints.

When an alleged serious complaint is reported, the Employee Relations team will analyze the merits of the claim by conducting a thorough workplace investigation. An Employee Relations team member may either lead the investigation and/or refer the case to the Title IX, 504, and Compliance Office in the case of sexual harassment or a discrimination complaint.

Workplace investigations
The Employee Relations Team may: Common workplace investigations could include, but are not limited to:
Gather and review all documentation and/or evidence Behavioral conflicts/Interpersonal Conflict
Schedule interviews with the involved parties Grievances
Provide recommended options to resolve the issue based on objective facts Harassment; Safety; Retaliation; Theft;
Write a report which includes investigation findings Work schedule adherence
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