Why You Might Visit

There is no typical, “right,” or “wrong” reason to meet with an Ombuds.  

Are you experiencing a situation with one or more UC community members that feels significant in its impact, complexity, or duration—enough that you’re ready to explore new options or try a different approach than you have before?

If so, your situation may be ripe for an Ombuds visit! 

Our Zero-Barrier Design

The Office of the University Ombuds strives to be a zero-barrier conflict navigation resource:

  • Any conflict— no matter how big or small

  • Any person— regardless of your role, affiliation, or lack thereof 

  • Any modality— you can choose to meet in-person, virtual, or over the phone  

  • Any time— appointments are available outside of traditional work hours 

  • Any direction— you’re in the driver’s seat on what, if anything, happens next

Common Reasons to Visit

The Ombuds team can work with you no matter where the conflict occurs: interpersonal, intra-group, organizational, & structural. The following are examples of situations when folks commonly choose to visit the Ombuds office:

  • Communication breakdown
  • Uncertainty about how to engage in a particular situation
  • Lack of clarity regarding (formal, informal, and/or unspoken) job responsibilities, expectations, and/or boundaries
  • Inter and intra-unit collaboration  
  • Perception of another (often with a higher rank/seniority/status/role) as hostile
  • Difficult team interactions (with peers, senior leaders, direct reports, and/or students, etc.)
  • Overheard/witnessed interactions that seemed inappropriate or against policy, but unsure what to do with them  
  • Quality/quantity of feedback—both giving and receiving
  • Lack of transparency and/or understanding
  • Performance evaluations and disciplinary actions
  • Workplace health and safety concerns
  • Understanding University policies, procedures, and/or options  
  • Potential law or policy violations and/or ethical dilemmas
  • Conduct identified as unprofessional, uncivil, or bullying  
  • Retaliation, fear of retaliation, and/or threats of retaliation
  • Other forms of systemic and/or interpersonal conflicts