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EmPaCT Services FAQs 

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How do I request EmPaCT support for myself or my group?

You can request a consultation with EmPaCT via Service Now here.

Who is eligible to work with or request services from EmPaCT?

All staff and faculty, aligned and non-aligned, across the Rutgers University System and classes of employment are permitted to request services from EmPaCT. The only instance in which EmPaCT would not work with a staff or faculty is when an EmPaCT specialist has determined after a consultation that the request does not align with EmPaCT's offerings or that the services needed fall under the auspices of a different office. 

When is the appropriate time to contact EmPaCT?

The question of when is determined in many cases by the kind of service a staff or faculty is requesting of EmPaCT. In general, we always advise clients that it is best to begin work with EmPaCT at the early signs of a conflict. Often when we are contacted after a conflict has escalated, it becomes increasingly difficult to work on repairing the relationships that the conflict has harmed. With that said, below is a short guide to support the process:

  • Coaching/Consultation: Coaching/Consultation is our most generalized service and can be requested at many different moments. Generally, a Coaching/Consultation session is the first touchpoint with EmPaCT where we aim to get to know you, your circumstances, and work together to decide the best course of action. Additionally, you could schedule a consultation prior to broaching a potentially complicated conversation with a colleague, while you are in the middle of conflict and need additional support in navigating it, or even after a conflict has occurred when you are trying to outline your own next steps.
  • Facilitated Dialogue: Unlike Coaching/Consultation, we highly recommend that those interested in organizing a facilitated dialogue with EmPaCT reach out to us early in the stages of a conflict and especially when it has become clear that there are communication concerns and breakdowns between the two or more parties involved. As we need time to learn more about the situation and organize the dialogue itself, the earlier EmPaCT is contacted, the higher chance of us holding a dialogue while the conflict is still manageable and reparable. We, therefore, also ask for at least a month from when you first contact us to the date you wish to hold the dialogue.
  • Workshops and Trainings: Workshops and Trainings are meant to be a proactive learning experience. This does not mean that a workshop cannot be requested in response to different workplace tensions; however, we believe they are most effective when they are integrated into the professional development of a team or unit in a way that relates to longterm strategic planning and culture building, and not to address the conflict between a smaller group of employees within a larger unit. As with facilitated dialogues,  we ask for at least a month from when you first contact us to the date you wish to hold the dialogue.
What types of issues can EmPaCT assist with?

Common issues include:

  • Microaggressions and interpersonal conflicts
  • Poor communication and talking past one another
  • Disagreements or tensions that seem to have gone on for years
  • Team dysfunction and lack of leadership
  • Someone who never seems to listen or doesn’t understand how they come across to colleagues
  • Other unprofessional conduct
What types of issues are not handled through EmPaCT?

EmPaCT does not work directly on the areas listed below. In addition, please note that while the following issues may be discussed with one of our specialists, there are limitations to the level of confidentiality we can legally provide, depending on the information disclosed. You may discuss any confidentiality or other concerns in your initial consultation. EmPaCT will also help refer to you the correct office or service as needed. 

  • Academic/research misconduct
  • Allegations of fraud
  • Physical or sexual assault or violence
  • Criminal behavior
  • Discrimination
  • Termination/discipline
  • Misconduct in violation of a Policy or Regulation
  • Salary disputes
  • Whistleblower complaints
  • Violations of Collectively Negotiated Agreements
Can I be required to participate in EmPaCT services?

EmPaCT is a consent-based model. The decision, therefore, to participate in EmPaCT programming or services is voluntary. We encourage you to take advantage of our support if conflict is negatively impacting your work environment or your ability to work, especially if your supervisor or UHR recommends it. However, your participation is entirely up to you.

If the specialist I meet with does not believe my situation would benefit from EmPaCT services, can I utilize the process anyway?

EmPaCT staff has the expertise and discretion to determine which services are appropriate and recommended, on a case-by-case basis. There are many reasons why EmPaCT may not be advised, including:

  • The requested service does not fall under EmPaCT's mission or offerings
  • The conduct implicates a specific policy or warrants discipline
  • The parties have conveyed that they will only be satisfied with an unrealistic result (e.g. “I never want to work with this person again”)
  • The conflict is so complex that it requires alternative resolution pathways, such as restorative justice, additional training, conflict coaching, etc.

Just because a situation may not be appropriate for EmPaCT doesn’t mean there’s no hope or help! Our team may refer you to another campus resource, provide information about our Employee Assistance Program, or help you connect with your leadership to chart the best path forward.

Are processes with EmPaCT confidential?

EmPaCT practices align with International Ombuds Association standards of informality, impartiality, and confidentiality except where University policies require mandatory reporting (Title IX, e.g.) and referral to other offices (OEE, UEC, etc.). Your EmPaCT specialist will share this reminder with you at the beginning of your consultation. 

Can the things I say to EmPaCT be used against me later?

No. EmPaCT specialists will not use statements, notes, and other disclosures made during your conversations against you. 

Can I bring a friend, lawyer, union representative, or other support person with me to EmPaCT?

 Advocate accompaniment is generally not permitted. EmPaCT servces are entirely voluntary, and no one can force you to participate, agree to anything you’re not comfortable with, or make you continue with the process if you would like to leave. And the same goes for the other party in conflict in the case of a facilitated dialogue. Introducing third parties, including support persons such as union reps or lawyers, may impact the process – and not always for the best. There are, however, other processes that address university conflict that do allow for a support person or advocate (e.g. labor management conferences and investigations conducted by the Office of Employment Equity). Feel free to discuss any questions or concerns you may have about these guidelines with your EmPaCT specialist.

What if I want to proceed with facilitated dialogue but the person or parties I’m experiencing conflict with do not?

Because such processes are strictly voluntary, all parties must agree to participate. If the person or group you’re in conflict with is not interested in a facilitated process, you can still speak with one of our specialists about alternative ways to address the conflict. Our team can also help steer you toward support through other campus offices or from your leadership, if appropriate. Finally, we can also put you in touch with someone from the Employee Assistance Program, who can provide you with resources to manage stress, improve communication, and address other workplace health issues.

Do I have to tell my supervisor that I would like use EmPaCT’s services?

In most cases, you will not be required to inform your supervisor about meeting with EmPaCT. Any facilitated process (e.g. mediation), however, will likely necessitate taking time away from your regular work duties, and so it may be advisable to inform leadership of your participation. Please note that the substantive nature of your participation would generally not warrant disclosure, only the fact and timing of your participation.

Other circumstances under which your supervisor may be made aware of your engagement with EmPaCT include:

  • Your supervisor may be invited to engage in the process to provide context or information, with your express consent; or
  • Your supervisor may have concerns about you utilizing conflict navigation services that they would like to share directly with UHR.

Either you may inform your supervisor about your EmPaCT engagement or UHR can share this information on your behalf. You’ll have an opportunity to discuss this at length with one of our specialists.

What if I can't take time off work to meet with EmPaCT?

EmPaCT will do its best to accommodate employees’ availability and work commitments in order to facilitate an initial touchpoint – by video, phone, or in person. During consultation, you will have an opportunity to discuss the possibility of obtaining a work release and permission from your supervisor for future EmPaCT meetings if you need one.