UW Psychiatry Department HR

View UW Psychiatry Department HR

Depending on the level of issues or concerns raised and the desire of the person reporting, numerous levels of outcomes could occur such as remaining within the departmental level to involving other offices within the UW system. 

Types of Complaints / Topics Addressed

Department HR team assists with all general HR questions (recruitment and hiring, reclassification and promotion, annual evaluations, leave and benefits, interpersonal conflict, bias, discrimination, harassment, workplace concerns, performance, disciplinary issues). Please contact pbsciHR@uw.edu with any questions – we’re here to support you!

Disclaimers

Retaliation protection:
University of Washington policy prohibits retaliation against people who bring a complaint or participate in the complaint process. An employee who engages in retaliatory conduct is subject to appropriate corrective action, including dismissal. 

Exception to confidentiality:
Any information shared in emails, tools, or reports may be subject to public records requests or released under federal and state law. 

Process

What information you need to submit, what happens after

Handled at HR department level
Minor Incidents: If the bias incident is minor and can be addressed effectively by HR without involving additional resources, Hope/Michelle may choose to handle it internally. This could involve informal discussions, mediation, or providing education and training to prevent future occurrences. 
 
Refer to UCIRO 
Serious or Complex Cases: If the bias incident is severe, involves multiple parties, or requires specialized expertise in handling such matters, the department may refer the case to the UCIRO to manage and resolve. 
 
Cross-Departmental or Organizational Impact: If the incident has implications beyond the department or involves individuals from different departments or units within the organization, involving UCIRO ensures consistency and fairness in the handling of the case. 
 
Refer to HR Consultant
Employment-related Bias: If the bias incident involves violations of company policies, discrimination, harassment, or other employment-related matters, Hope/Michelle may refer the case to the HRC for investigation and resolution. 
 
Legal Implications: If the bias incident has potential legal implications or involves allegations of misconduct that require specialized legal knowledge, Hope/Michelle may involve the HRC and/or legal advisors to ensure compliance with employment laws and regulations. 

When does reporter hear back?

1-3 Business days

Point of Contact Info

Employees can reach out to Hope Angel (hangel@uw.edu) and/or Michelle Lynch (lynchm@uw.edu)

Other Considerations

The type of information needed to submit a report varies depending on who is submitting it. For example, employees are encouraged (but not required) to act and get expert support and options to someone who has disclosed an experience based on sex- and gender-based violence, harassment, or discrimination. UCIRO will take over at that point. However, your department HR contact will usually reach out after an appropriate length of time to offer any additional resources or assistance (or even to just listen).