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Social safety: new ombuds officer and other developments
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Claire Essers will be the new ombuds officer at Maastricht University as of 1 April.
The ombuds officer advises employees on legal disputes, preferably at an early stage. She provides independent advice based on legal research and mediation. With the employee’s consent, she can interview and mediate between different parties and conduct fact-finding investigations. She will work alongside the UM confidential adviser, who focuses on undesirable behaviour. The ombuds officer holds an independent position within the university, enabling her to provide impartial advice.
Claire Essers currently works as an employment lawyer at UM. She is well versed in university affairs and stood out during the selection procedure for her thorough legal knowledge, her empathetic attitude and her intrinsic motivation and enthusiasm to improve social safety in a broad sense.
UM invests in social safety The university wishes to provide a safe environment in which employees feel comfortable about speaking up if something is not right. To this end, we are further investing in social safety. At present, many employees are unsure of where to turn if they wish to file a report or complaint. There are many different avenues—the ombuds officer, confidential advisers, formal and informal complaints procedures—but it can be difficult to know which to use when.
For this reason, a Concern and Complaints Point will be installed before the summer. Individual employees will be able to approach this contact point with their questions, reports and complaints on any topic. The coordinator of the Concern and Complaints Point is familiar with all informal and formal avenues within UM and, together with the employee, identifies the best line of approach. The coordinator also explains what the employee can expect from a confidential adviser, ombuds officer, HR adviser or complaints procedure, not only with respect to the procedure but also in terms of time investment and personal impact.
Legal complaints tend to be more drawn out than other procedures because of the due diligence involved (the hearing of both parties) and the statutory deadlines. To avoid delays, UM is investing in supporting the relevant committees. The role of the ombuds officer will also be expanded to 1 FTE and a second confidential adviser for undesirable behaviour will be appointed. In addition to the clarity offered by the Concern and Complaints Point, the information provided on the intranet is being improved. This information will revolve around the employee’s question and provide a schematic overview of the applicable procedures. Finally, a coordinator who is well acquainted with the organisation will be appointed to facilitate dialogue on social safety and ensure that the theme receives the attention it deserves during the foundation of the UM Leadership Academy.
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