Employee relations

Employee Relations at the University of Nevada, Reno is focused on employee success, supervisory and employee coaching, job satisfaction, relationship building and fostering an atmosphere of fairness.

Our team

  • Michelle Briggs, Director, Human Resources
  • Monica Haslip, Specialist, Employee Relations
  • Marlen Cruz, Specialist, Talent Acquisition & Employee Relations

For questions or to speak to someone on the team, please email employeerelations@unr.edu.

Our services

  • If you're an employee, to the furthest extent possible, we offer confidential support with respect to employee-manager or employee-employee dynamics and other workplace challenges.
  • If you're a manager, the Employee Relations team can help you coach your employees and bring out the best in your team. Perhaps you have difficult feedback to deliver; maybe you are looking for effective ways to recognize your employees' hard work, or perhaps you know your team can be more effective and help you to maximize performance. Employee Relations can provide guidance, ideas, and practical support to help you navigate a wide range of managerial challenges.

Training

For more information about training, please visit:

Employee Assistance Program (EAP)

For more information about the EAP, please visit: University of Nevada, Reno EAP

Special topics

Classified employee performance evaluations

Classified performance evaluations are required at three, seven, and 11 months for new hires and annually thereafter. This should be in addition to regular and ongoing supervisory feedback.

A supervisor must complete the Evaluating Employee Performance class prior to completing a Classified Employee's Performance Evaluation in Workday.

Coaching for success

Coaching means to train or give instruction. Supervisors' coaching of employees should be an ongoing process to assist and improve employees throughout the year and not just used to address performance or conduct issues.

Coaching should be an ongoing cycle of observation, feedback and support of employees.

Coaching should begin with a supervisor communicating the department’s goals and values, the position's duties and responsibilities and establishing a relationship of honest, open communication with an employee. An effective supervisor observes, assesses current performance, and provides feedback and training opportunities as necessary to ensure employee success.

Employee recognition

Here are some simple, cost-efficient ways to recognize employees in the workplace:

  • Thank each employee personally, don’t forget about those in off-site rural areas. If you can’t thank them in person, draft a handwritten note, make a phone call
  • Write a letter of recommendation or commendation to be placed in the employee’s personnel file
  • Display pictures of your unit employees in a visible area, such as a “Hall of Fame"
  • Post an “Appreciation bulletin board” and encourage employees to write accolades about coworkers
  • Award certificates or plaques
  • Purchase notecards and have each employee recognize a coworker
  • Keep a snack basket of your employee’s favorite snacks

Learn more about how the University of Nevada, Reno recognizes employees on their Employee Recognition page.

Domestic violence / sexual assault

If you have been employed for at least 90 days and you are a victim of an act that constitutes domestic violence or sexual assault, or if your family or household member is a victim of domestic violence or sexual assault and you are not the alleged perpetrator, you may be eligible for leave under NRS 608.0198. Additional protections may also be available under NRS 613.222 and NRS 613.223.

These laws include:

  • NRS 613.222: Requires employers to provide reasonable accommodations for employees who are victims of domestic violence and may allow employers to request supporting documentation.
  • NRS 613.223: Prohibits employers from taking certain adverse employment actions against employees for reasons related to domestic violence.

Nevada domestic violence law, NRS 33.018 Acts which constitute domestic violence; exceptions, identifies acts which constitute domestic violence and includes stalking and harassment.

If you have questions about these protections or would like to discuss your options, you are encouraged to contact Employee Relations at employeerelations@unr.edu. We are here to help you understand the resources available to you while treating your situation with care and respect.

If you have questions about time off, please contact BCNBenefits@unr.edu.

For more information

If you have questions or need help about any of these special topics, please email Employee Relations. 

EmployeeRelations@unr.edu