Employee Relations
The Employee Relations team supports a positive and productive work environment by providing guidance via open communication between employees and through internal dispute resolution, corrective action, facilitation and resolution strategies for workplace matters.
Employee Relations serves as a strategic partner to the campus community by:
- Providing counsel and advice to employees and supervisors regarding employment-related inquiries.
- Assisting in the interpretation of University policies, procedures and handbooks
- Providing confidential consultation, as appropriate.
- Advising employees regarding their employment rights.
- Facilitating dialogue on employee/employer issues.
Contact Employee Relations within the Office of Human Resources, 419-372-8421
Labor Relations
Labor Relations supports positive employee relationships through clear communication, performance management, grievance resolution and policy interpretation. While there are two union contracts at BGSU, HR is only engaged in Labor Relations for one of them, International Union of Police Associations, Local No. 103, AFL-CIO for police and dispatchers.
Managers, supervisors and staff facing workplace challenges are encouraged to contact their Employee Relations or Labor Relations manager for assistance and guidance.
At BGSU, we are committed to fostering a professional environment that promotes productivity, motivation and morale.
Internal Dispute Resolution
The Employee Relations team serves as a strategic partner in promoting healthy workplace relationships and resolving employee concerns. We provide consultation and guidance to assist in addressing workplace disputes in a fair, respectful and constructive manner.
While most issues are best resolved informally through direct communication between employees and their supervisors, the Employee Relations team is available to offer additional support and perspective when needed.
If you are experiencing a workplace concern or dispute, you are encouraged to complete the following steps:
Step 1: Speak with your supervisor to address the issue directly, if appropriate.
Step 2: Contact the Office of Human Resources to consult with a member of the Employee Relations team for additional guidance and support.
Our team is here to help explore options and facilitate a resolution that works for all parties involved.
Position Audits
According to the Ohio Revised Code (ORC) Section 124.14 and the Administrative Code (OAC) Section 123:1-3-01 a position audit may be requested for a position held by a state civil service, or classified, employee. A request for a position audit is made to determine if the position is properly classified. Requests can be made by an employee or supervisor and are based on actual duties performed by a classified staff member. Duties must be permanent in nature and not temporary duties.
Step 1: Complete a job analysis questionnaire for classified staff, which is completed and forward to the Office of Human Resources.
Step 2: A staff member from the Office of Human Resources will review and research information contained in the questionnaire and contact the employee to discuss the audit.
Step 3: When a classification is determined, both the employee and supervisor are informed and a current, updated position description is developed.
- Position audits that result in a higher classification will be effective for the pay period following the date the Office of Human Resources received the audit questionnaire.
- Requests to audit a position from either the employee or immediate supervisor may not be submitted more than once a year.
- If you are not satisfied with the results of an audit, you may file an appeal with the Ohio Personnel Board of Review, 65 East State Street, Columbus, OH 43215, within thirty days after receipt of the recommendation.
Updated: 03/17/2026 03:36PM