Misinformation about the ADA and alcoholics is common.  Required accommodations may include time off for the employee to undergo rehabilitation or attend Alcoholics Anonymous meetings.

Alcoholism is covered under the ADA.

Remember, OSU has a Drug Free Workplace Policy, which includes the distribution, dispensation, possession or use of alcohol at work and unauthorized use of alcohol by university employees on university premises or in university vehicles on or off campus; and working under the influence of alcohol.

The policy may be found at:   https://hr.osu.edu/public/documents/policy/policy730.pdf

We’ve all been there.  You start a new job or your former manager leaves and your new manager is hired.  There was a rhythm with the previous manager.  He/she understood your workload, personal schedule and more.  There was an unspoked rhythm that didn’t require much maintenance.  And then it happens.  You have a new manager.  What do you do?

After the dust settles, reality sets in.  YOU HAVE A NEW MANAGER.  So the journey begins.  Will he/she like me?  Will they change our way of doing things?  Are they as flexible as the former manager?  How will you find your rhythm?

So many questions that only time will answer.  In an effort to help faculty and staff navigate the transition of management, below are a few key tips!

• Be kind. ALWAYS!  Even when it seems everything your new manager does is the complete opposite of what you’re accustomed to or that you like
• Take the initiative to get to know your new boss
• Expect and accept change
• Take advantage of a clean slate

Credit:  Monster – Getting a New Boss Offers Challenges and Opportunities

Written by Brandi Gilbert-Hammett

Workplace conflicts happen everywhere, if we ignore them, it may be costly.  Workplace conflict is a drain on an organization.

Understanding the reason(s) behind the conflict may help HR assist with resolving the conflict before it turns into a face – off with employees refusing to work together or a screaming match.

Conflict is normal and healthy; some believe it is a vital component to organizational success.  It has been found that teams in which members feel safe enough to disagree with one another are the most effective teams.  Good conflict can lead to higher levels of trust.

Conflict becomes unhealthy when it becomes personal and emotional.  This impacts one’s judgement and it becomes cloudy.

HR should step in when:

• Employees are threatening to quit over the problem
• Disagreements are getting personal and respect between employees is being lost
• Conflicts are affecting morale and organizational success

Step in resolving conflict are:

1. Schedule a meeting to address the problem (preferably in a neutral place)
2. Set ground rules for the meeting (e.g. all parties will treat each other with respect, make an effort to listen and understand each other’s’ views)
3. Provide each participant the opportunity to explain the conflict, including desired changes. Direct the participants to use “I” statements, not “you” statements.   The participants should focus on specific facts and behaviors, not people
4. Encourage active listening by asking the participants to restate what others have said
5. Summarize the conflict based on what you have heard, seek agreement from all participants
6. Brainstorm solutions; discuss all of the options in a positive manner
7. Eliminate any options that participants agree are unworkable
8. Summarize all possible options for solution(s)
9. Discuss the option(s)
10. Get agreement from all participants on next steps
11. Close the meeting by asking the participants to shake hands, apologize and thank one another for working to resolve the conflict

https://shrm.org, “How to Resolve Workplace Conflicts” Tamara Lytle, July 13, 2015