Resolving Workplace Matters

Conflicts in the Workplace

Ideally an employee will develop a working relationship with his/her colleagues as well as with his/her supervisor such that s/he will be able to discuss and resolve workplace issues amicably and professionally within the department.  Employees should first attempt to resolve the work-related problem or employment issue with their immediate supervisor as well as with any other employee involved within a reasonable time after the occurrence of the incident.

However, on occasion when this is not possible, or where a satisfactory resolution of the problem cannot be reached informally, the employee may either file a grievance with his or her union, if applicable, or, for non-aligned personnel, make an appointment to meet with the Human Resources Director of Labor and Employee Relations.

Filing a Complaint / Reporting a Threat

It is New Jersey Institute of Technology's policy to prohibit intentional discrimination and/or harassment of any individual by another person on the basis of any protected classification including, but not limited to, race, color, national origin, disability, religion, marital status, veteran status, civil union status, sexual orientation or age.

If you feel that you have been subjected to conduct which violates your rights you should immediately report the matter to your Supervisor. If you are unable for any reason to contact this person, or if you have not received a satisfactory response within five (5) business days after reporting any incident of what you perceive to be discrimination/harassment, please contact the Human Resources Director of Labor and Employee Relations. If the person toward whom the complaint is directed is one of the individuals indicated above, you should contact any higher-level manager in your reporting hierarchy.

Please note that immediate threats of violence should be directed to Public Safety at ext.3110.  For threats which are not of an immediate nature, they should be reported to your supervisors.

Every report of perceived discrimination/harassment or threats by co- workers will be fully investigated and corrective action will be taken where appropriate. All complaints will be kept confidential to the extent maintaining confidentiality does not impede the university’s ability to investigate and respond to the complaint(s). 

No employee will be subjected to retaliation, intimidation or disciplinary action as a result of reporting discriminatory treatment or a threat in good faith.

Expectations of Employees

Core Values

The university is committed to the following set of core values that reflect our beliefs, guide our behavior, shape our culture, and in so doing establish a sense of community, common purpose and student focus.

  • Excellence
    We innovate in the pursuit of excellence in all that we do and continue to improve in order to meet and sustain the highest standards of performance.
  • Integrity
    We are honest and ethical in all we do, keep our promises, and acknowledge our mistakes.
  • Civility
    We treat each other with respect and with dignity.
  • Social Responsibility
    We pride ourselves in being an engaged partner in enhancing in the communities in which we live.
  • Diversity
    We celebrate the diversity of our university community and are sensitive to cultural and personal differences. We do not tolerate discrimination of any form.
  • Communication
    We strive to share information and understand each other’s perspective.



Regular attendance is essential to the university operating effectively and efficiently and is a necessary condition of employment.  All staff members are expected to report to work as scheduled and on time.   Staff members who are unable to report to work at their scheduled start time are required to notify their immediate supervisor or the department’s designee prior to their scheduled start time or as required by their collective bargaining unit’s agreement. Staff members who are absent from work without proper notification or authorization may be subject to progressive discipline.

Progressive Discipline

Progressive disciplinary actions or measures to correct behavior shall include- oral reprimand, counseling memos, written reprimand, suspensions and termination.

Performance may be addressed through Performance Improvement Plans.

For any questions you may have regarding progressive discipline or performance issues, please contact the Department of Human Resources at (973) 596-3142 or reference your collective bargaining unit’s agreement if applicable.