General Information

  • The Employee Relations Office within the District's Human Resources Department promotes good management practices and workplace behaviors, positive work environments and relationships, and compliance with District policies and procedures.  We assist individuals and departments with how to work through problems to make the work environment positive and enjoyable.​​​

    The Employee Relations Office can assist with/provide information related to:

    • Work related concerns/identifying options
    • Employment related questions
    • Referral to appropriate district office
    • Communication assistance
    • Mediation
    • Grievances
    • Conflict resolution
    • Leaves of absence such as  FMLA, Military, KISD, etc...
    • Return to work requests
    • Americans with Disabilities Act (ADA) accommodations
    • Policy inquiries

    Who should I contact if I have questions?

    • You can click on the Employee Relations Office directory.


    When you contact the Employee Relations Office, we will:

    1. Listen and ask questions to understand and help clarify your concerns.
    2. Provide information about policies and procedures that appear to be relevant.
    3. Help you identify and assess your options, so you can determine the next step.

    Our responses are tailored to the employee's particular situation and needs. We will:

        • Offer information about policies and procedures
        • Discuss and clarify issues
        • Help identify a range of options for solving problems
        • Gather information and offer referrals to other resources
        • Offer coaching to help you prepare for a difficult conversation
        • Facilitate communication

    Frequently Asked Questions​​​

    Q:    What if I want to handle a situation myself, but need coaching?
    A:     A sizeable number of those who visit the Employee Relations Office seek information and suggestions regarding how to handle a delicate situation. Employee Relations serves as an impartial sounding board to assist those who desire a neutral party's view on what the employee is thinking or planning. Employee Relations does not always become directly involved in the situation as this is determined by the employee and the ERO representative.

    Q:    What are the different roles of the ERO staff?
    A:     Based on the needs of the employee, ERO staff may take on the following roles:

    ​Employee Relations as Coach or Advisor 
    Employee Relations will work to help you develop strategies you might use in handling your situations. ERO is also able to help you learn and practice skills for communicating more effectively. Employee Relations is available behind the scenes to advise you, but, essentially, you will handle your own situation.

    Employee Relations as Communication Starter
    If you want the Employee Relations Office to help you by intervening in your situation, the ERO can open lines of communication and options for a resolution by speaking first with you and then with the employee or employees with whom you wish to communicate. Employee Relations goes back and forth exploring perspectives and options for a mutually-beneficial resolution.

    Employee Relations as Mediator
    Instead of serving as the 'voice' between you and other(s), Employee Relations serves as mediation while you and other(s) talk directly face-to-face in an effort to understand one another and search for mutually-beneficial resolutions.

    Employee Relations as Source of Referral
    Employee Relations may refer you to other District, State, or Federal resources which may be useful to you in addressing your concerns. Referrals are sometimes made to your Human Resources Staffing Coordinator, the Employee Assistance Program, or other administrators in the District.

    Employee Relations as Facilitator
    The Employee Relations Office assists workgroups in having productive group discussions concerning divisive issues or raise and deal with issues of workgroup dynamics and communication that the group believes, if addressed could improve its operations. Requests for group facilitation often come to the Employee Relations Office through campus principals/departmental supervisors, although some requests come from workgroup members themselves. ​