Employee Relations assists the Ball State community by providing administrators, supervisors, faculty, and staff with advice, direction, or interpretation regarding a broad range of issues, policies, and concerns including:
- problem prevention
- current workplace problem resolution
- performance management matters
- corrective action and disciplinary processes
- involuntary terminations/layoffs/Reduction in Force (RIF)
- relationships between employees and their representatives
- grievance response/complaint/unemployment
- exit interviews
Our office seeks to assist in resolving conflict at the lowest level by consistently providing resources and alternatives (such as training) to supervisors and employees that facilitate effective communication.
The Employee Relations office staff is available to provide general or specific training on work related issues such as performance management, policies and procedures, disciplinary processes, supervisory skills, or department specific needs.
In addition, some disciplinary forms are now available for download in the forms section.
If an employee separates employment or changes positions within the University, Employee Relations will make initial contact with the employee, inviting them to participate in an exit interview opportunity. The primary purpose of an exit interview is to provide the employee with an opportunity to discuss job-related experiences and for the University to hear valuable feedback. If an employee wishes to initiate an exit interview, the employee should contact Employee Relations at 765-285-1823 to schedule an appointment or to request an exit interview feedback form.
- Ball State University respects the religious beliefs and practices of all employees and will make, upon request, an accommodation for such observances when a reasonable accommodation is available that does not create an undue hardship on the University’s operations.
- An employee whose religious beliefs or practices conflict with his/her job, work schedule, with the University’s policy or practice on dress and appearance, or with other aspects of employment and who seeks a religious accommodation must submit a written request for the accommodation to his/her immediate supervisor. The written request will include the type of religious conflict that exists and the employee’s suggested accommodation.
- The immediate supervisor will evaluate the request considering whether a work conflict exists due to a sincerely held religious belief or practice and whether an accommodation is available which is reasonable and which would not create an undue hardship on the University’s operations. An accommodation may be a change in job, using paid leave or leave without pay, allowing an exception to the dress and appearance code which does not impact safety or uniform requirements, or for other aspects of employment. Depending on the type of conflict and suggested accommodation, the supervisor will confer with his/her manager and with the Director of Employee Relations.
- The supervisor and employee will meet to discuss the accommodation request and decision on an accommodation. If the employee accepts the proposed religious accommodation, the immediate supervisor will implement the decision. If the employee rejects the proposed accommodation, he/she may appeal following the Handbook’s general grievance policy and procedure.