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Employee Relations

Employee Relations continuously works to enhance and improve employee relations by using compassion and integrity to provide guidance, leadership, and resources. Strategic and positive partnerships and collaborations are formed within the university community and the State of Wyoming to help foster a healthy, safe, and productive work environment to retain a high performing and diverse workforce.

CORE SERVICES

  • Performance Management


    Performance management refers to the process of bringing out the best efforts of people and directing those efforts toward meeting the goals of the University and respective units/departments. It includes management of UW's Performance Cycle, Feedback, Annual Performance Evaluations, and Goal Management. 

  • Corrective / Disciplinary Actions


    Corrective action & Disciplinary Action are the processes used to identify and correct the poor performance or undesirable behavior of employees. The objective these actions are to improve performance of or eliminate undesirable behavior and provide employee a fair and just process.

  • Conflict & Dispute Resolution


    The conflict and dispute resolution process is for employment matters that are not corrective action in nature or that involve allegations of discrimination, harassment or incidents of threats of workplace violence.  For issues of allegations of discrimination or harassment based on a protected status or incidents of threats of workplace violence please contact the Office of Equal Opportunity Report and Response.

     

  • Flexible Work Arrangements


    The implementation of Flexible Work Arrangements can offer an important approach to meeting the operational needs of the University of Wyoming and supporting the needs of university employee.

  • Exiting the University Of Wyoming


    University employees that are resigning or retiring from their positions at the University need to do three things prior to exiting the university: provide a resignation letter, complete the Terminal Leave Option Form and complete a university exit interview. 

  • Position Elimination / Retrenchments


    The process of eliminating an occupied position from a Unit or Department is a position elimination. This process will look different for different types of employment classifications, as certain classifications are granted specific rights by the University Employee Handbook.

  • Policy Interpretation


    Employee Relations provides guidance and development on university policies and procedures, including corrective actions, disciplinary actions, grievance process, the employee handbook, and reductions in force.

    Visit UW Regulations and Standard Polices or contact your Employee Relations Specialist, Renee Ballard, for more information on university policies. Your Specialist can also provide additional resources related to university policies.

  • Probation Extension


    Staff employees serving probationary periods are considered at-will employees during the term of probation and may be terminated without cause and shall have no right to appeal. The probationary period may be either extended or reduced for a period of up to six months when the responsible Vice President determines that such extension or reduction would be in the best interest of the University. If a department has a need to reduce or extend a probationary period please contact Employee Relations at 307-766-2438 or renee.ballard@uwyo.edu

  • Daily Quote


    "A good manager doesn't try to eliminate conflict; he tries to keep it from wasting the energies of his people.  If you're the boss and your people fight you openly when they think you are wrong - that's healthy." - Robert Townsend

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