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Ombudsman
Program
Questions
& Answers
What
is an Ombudsperson/Ombudsman?
An
Ombudsperson/Ombudsman is the person in the organization that facilitates
an informal process to address and resolve conflict in the workplace.
Q.
What does an Ombudsperson do?
A.
The workplace Ombudsperson provides employees, supervisors, and
managers assistance in the resolution of conflict or workplace issues.
The assistance is confidential, informal, impartial, independent,
non-adversarial, and non-judgmental. The Ombudsperson is neither
aligned with employees, supervisors, nor managers.
Q.
What does this mean to employees, supervisors, and managers?
A.
The Ombudsperson can help with concerns and dilemmas that confront
employees, supervisors, and managers in the workplace. He/she will
provide a listening ear and provide options for addressing the individual
concerns. The Ombudsperson can help with conflicts between coworkers,
supervisors, and managers.
Q.
Who can use the services of the Ombudsperson?
A.
Any DEA employee, supervisor, or manager.
Q.
Is the Ombudsperson an advocate for the employee or management?
A.
The Ombudsperson is not an advocate for the employee or management.
He/she remains neutral and impartial throughout the process. The
Ombudsperson is an advocate for fairness, equity, justice and humane
treatment in the workplace. To this end, the Ombudsperson will proceed
to any level within DEA as appropriate to resolve the issue.
Q.
If I contact the Ombudsperson, will he/she notify my supervisor?
A.
No. The participation in this program is confidential. The Ombudsperson
will only make contact with the supervisor with the permission of
the individual. However, if there is a need to discuss an issue
with a supervisor or manager and the employee does not provide his/her
permission, the Ombudsperson will not be able to resolve the issue.
Q.
Will employees be required to participate in this program before
filing a formal action?
A.
No. The participation in the program is voluntary.
Q.
Will the Ombudsperson make decisions relative to issues?
A.
No. The Ombudsperson will not make decisions relative to issues
or conflicts. He/she will facilitate the resolution of disputes,
identify available options, and help individuals develop new ways
to solve the problem.
Q.
If an agreement (resolution) is reached while working with the Ombudsperson,
how is it implemented?
A.
The individual having the authority to resolve the issue will implement
the action.
Q.
How do you access the service of the Ombudsperson?
A.
You may call the office for an in-person or telephone appointment
at 202-307-5519.
Q.
If an employee, supervisor, or manager participates in this program,
will it eliminate other avenues of redress?
A.
No. This program does not replace other avenues for addressing issues
nor does it extend the timeline or alter the requirements for filing
a formal action.
Q.
What if I want to take a formal action on my situation?
A.
Informal resolution through available channels is ideal, but when
the informal process does not work, formal channels are still open
to individuals.
Q.
If I file a formal action, will the Ombudsperson continue to be
involved in the case?
A.
No. Once a formal action has been filed or formal representation
has been obtained, the Ombudsperson’s work on the case will
cease.
For
more information or an appointment contact: (202) 307-5519
Other resources available to help employees:
Employee Assistance Program
(202) 307-8160
24 Hour Helpline
(800) 275-7460
Equal Employment Opportunity
(202) 307-8888
www.dea.gov
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