Supervisors play an essential role in building a respectful and supportive workplace. Employees may come to you first when something feels wrong. This page provides clear guidance on how to respond and when to involve HR.
Understanding the Employee’s Options
Employees have several ways to raise concerns. As a supervisor, you should understand all available paths:
Your Responsibilities as a Supervisor
Supervisors are expected to:
- Listen openly and without judgment
- Maintain discretion (but never promise full confidentiality)
- Address behavior, communication, or performance concerns promptly
- Consult HR early, even if an issue seems minor
- Support a safe, respectful work environment
- Avoid retaliation or any appearance of retaliation
What to Expect After You Contact HR
HR will:
- Support appropriate documentation and handling of concerns based on facts
- Connect you with an assigned HRBP
- Determine routing (HR, EOC, Title IX, or Campus Police)
- Communicate expected next steps
- Contact the employee and gather information
- Partner with you on resolution steps as needed
You may be asked to provide context, documentation, or participation in coaching or resolution.
Manager Responsibilities During HR Review
Supervisors are expected to:
- Provide factual, accurate information
- Maintain neutrality and confidentiality
- Avoid influencing witnesses or involved parties
- Refrain from conducting your own investigation
- Implement recommended actions (coaching, expectations, improvement plans)
What to Avoid
- Do not promise outcomes
- Do not delay reporting concerns to HR
- Do not collect evidence or statements on your own
- Do not attempt informal investigations
- Do not retaliate or treat employees differently after a report
Tools for Supervisors
Decision-Tree Routing Tool
HR Concern & Complaint Form
HRBP Directory
Progressive Discipline Guidelines