The Office of Human Resources Employment Relations (OHR ER) team is part of the Office of Human Resources Workforce Relations (OHR WR) and serves as a campus Center of Excellence for employment relations-related matters. Our role is consultative, advisory, strategic, and supportive—empowering campus HR professionals while ensuring consistent, fair, and compliant practices.
This document will define expectations for ER support provided to campus HR partners and stakeholders, clarify roles, and promote effective collaboration. Click through the accordion boxes using the plus (+) sign to read more about each area.
Employment Relations Team Core Functions
The OHR-ER team has a range of responsibilities. Read more about the different functions and responsibilities below.
| Policy Ownership and Interpretation | Develop, implement, and interpret employment-related policies; collaborate with governance and campus partners. |
|---|---|
| Strategic Case Consultation | Provide expert guidance on complex cases (e.g., discipline, layoffs, grievances, performance management). |
| Training and Capacity Building | Deliver training, templates, and toolkits to empower HR professionals. |
| Stakeholder Engagement | Partner with campus offices (e.g., Legal, Compliance, Risk Management), and governance bodies. |
| Data and Continuous Improvement | Track case trends on matters that come to us for input, inform strategy, and improve processes. |
Service Model Overview and Core Principles
| Centralized Intake | All inquiries routed through ER shared inbox for triage |
|---|---|
| Case Assignment | Based on complexity, expertise, and urgency; ER specialists support provided to high-risk cases |
| On-Call Rotation | Ensures coverage and balanced workloads; provides time for strategic projects such as resource development |
| Intake Requirements | Campus HR provides complete details (employee info, issue summary, documentation, desired next steps) |
| Timely Response | Acknowledgment within one business day; critical situations flagged for same day support |
| Responsiveness | Acknowledge inquiries within 1 business day; prioritize legal risk, safety, and institutional impact |
|---|---|
| Clarity and Collaboration | Roles must be clear; ER supports implementation but does not perform operational tasks |
| Professionalism and Respect | Foster trust through transparency and consistency. |
| Strategic Partnership | Empower HR with tools, training, and expert guidance. |
| Continuous Improvement | Welcome feedback and adapt to evolving needs. |
Roles and Responsibilities
Learn more about the different roles and responsibilities for Campus HR and the OHR-ER team based on different areas.
- Case Management
- Campus HR Role: Execute operational steps and employee/manager communication
- ER Team Role: Provide consultative guidance and templates
- Policy Compliance
- Campus HR Role: Implement policies locally
- ER Team Role: Advise on interpretation and escalate complex issues
- Workplace Investigations
- Campus HR Role: Conduct local investigations when appropriate
- ER Team Role: Consult, train, and lead complex cases in partnership with ER specialists and ER investigators
- Letters and Documentation
- Campus HR Role: Draft and issue letters
- ER Team Role: Review for policy and procedure compliance and provide templates
- Employment Decisions
- Campus HR Role: Provide employment decision guidance and recommendations to managers, supervisors, leaders within S/C/D (e.g., layoff, non-renewal, performance management, discipline, termination)
- ER Team Role: Share precedent and policy interpretation, flag areas of potential risk
- Emergency Situations
- Campus HR Role: Dial 911; Contact UWPD/Threat Assessment or other contact first offices depending upon case context; provide intake promptly
- ER Team Role: Consultative support after immediate threat addressed by first responders; escalate to UWPD/Threat Assessment, Legal/Compliance/Risk; ER does not act as first responder
- Critical Issues
- Campus HR Role: Contact wr@ohr.wisc.edu; provide intake information clearly identifying the critical nature
- ER Team Role: Consultative support provided same business day; escalate to UWPD/Threat Assessment, Legal/Compliance/Risk; ER does not act as first responder
- Standard Issues
- Campus HR Role: Contact wr@ohr.wisc.edu; provide intake information
- ER Team Role: Consultative support provided within three business days; escalate to UWPD/Threat Assessment, Legal/Compliance/Risk as needed; ER does not act as first responder
Intake Instructions and Prioritization
Sharing intake information enables timely and accurate support by clarifying the context of each situation. It ensures prompt identification of needs, effective prioritization, and reduces delays. Additionally, it helps determine the appropriate options permitted under relevant policies, procedures, and best practices.
Information may vary based on the situation, but generally the following information should be provided when contacting OHR-ER:
- Employee information
- Name
- Title
- Employee ID
- Employee category and job security
- Department
- Evaluation period end date, if applicable
- Issue description
- Any steps already taken and any relevant history regarding the employee/case such as previous Letters of Expectation, discipline, investigations, etc.
- Any requested or approved FMLA or disability accommodations (if applicable)
- Reporting requirements and campus partners involved (if applicable)
- Desired next steps and OHR-ER support requested
For critical situations: Clearly identify if the situation requires immediate action due to safety, legal reputational, or operational risk. Examples include threats in the workplace, workplace violence or serious misconduct with immediate safety risk, employee death, Title IX cases with required reporting obligations, Clery-reportable incidents, and concerns/allegations involving possible public exposure. If you need immediate assistance, you can contact the OHR ER Manager or OHR WR Director directly.
For emergency situations: Dial 911 if immediate help from police, fire, or medical services is needed. Follow up with OHR-ER as soon as possible and once the immediate emergency is addressed.
Boundaries
Our role is consultative, advisory and strategic. To ensure efficiency and clarity:
-
ER does not replace divisional HR responsibilities, manage Workday or other HR system transactions, or serve as first responders.
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ER does provide tools, templates, training, and expert consultation to empower HR teams.
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For emergencies, law enforcement and medical authorities take precedence; ER supports coordination and escalation.
Appendix: Relevant Policies
| Policy Number | Policy Name |
|---|---|
|
301
|
Mandatory Reporting of Child Abuse and Neglect (Executive Order 54)
|
|
5009
|
Rehired Annuitants
|
|
5010
|
Referral Priority for Layoffs and Long-Term Nonrenewed Academic Staff Employees
|
|
5011
|
Layoff Reappointment Rights for Academic Staff
|
|
5016
|
Probationary Policy for University Staff
|
|
5017
|
Evaluation Periods for Academic Staff Appointments
|
|
5018
|
Performance Management for Managers and Supervisors
|
|
5019
|
Faculty Performance Reviews
|
|
5021
|
Academic Staff Job Security
|
|
5033
|
Employees Enrolled as Students
|
|
5036
|
Workplace Violence
|
|
5037
|
Hazardous Employment Benefits
|
|
5038
|
Workplace Safety
|
|
5039
|
Children in the Workplace
|
|
5040
|
Minor Protection and Adult Leadership
|
|
5043
|
University Staff Shared Governance Participation
|
|
5044
|
Code of Ethics
|
|
5045
|
Outside Employment
|
|
5046
|
Nepotism
|
|
5047
|
Political Activities
|
|
5048
|
Consensual Relationships
|
|
5049
|
Standard Office Hours
|
|
5055
|
Inclement Weather
|
|
5056
|
Individual Building Closures
|
|
5064
|
University Staff Grievances
|
|
5065
|
Academic Staff Grievances and Complaints
|
|
5066
|
Faculty Grievances and Complaints
|
|
5067
|
Whistleblower Protection
|
|
5068
|
Corrective Progressive Discipline for University Staff
|
|
5069
|
Discipline, Dismissal, and Nonrenewal for Faculty Members
|
|
5070
|
Discipline, Dismissal, and Nonrenewal for Academic Staff
|
|
5071
|
Animal Care Investigatory and Disciplinary Standards
|
|
5072
|
Classified Employee Work Rules
|
|
5075
|
Chapter 18 Appendix: Employee Assistance Office
|
|
5077
|
University Staff Layoffs
|
|
5078
|
Academic Staff Layoffs
|
|
5079
|
Academic Staff Nonrenewals
|
|
5080
|
Resignations and Retirement
|
|
5081
|
Employee Personnel Files
|
|
5082
|
Graduate Assistantship Policies and Procedures (GAPP)
|
|
5083
|
Furloughs
|
|
5085
|
Interview Time
|
|
5087
|
Remote Work
|
|
5090
|
Emerit Status
|
Questions?
Contact wr@ohr.wisc.edu.