Ombuds Office beta

The Ombudsperson provides impartial and confidential services that can help EMBL employees to resolve and cope more effectively with difficult situations and conflicts in the workplace.

Even with the very best intentions, our actions may hurt, insult, hinder or even damage rather than help colleagues – the Ombudsperson is on hand to help make sense of difficult situations, and assist in preventing conflicts or resolving them fairly and constructively.

What can EMBL employees expect from the Ombudsperson?

Examples of issues that can be brought to the EMBL Ombudsperson:

The Ombudsperson will:

Other useful sources to turn to for advice: immediate supervisors or the Head of section or Unit, Human Resources, the Dean of Graduate Studies and Academic Coordinator (especially for pre- and postdocs), the Staff Association.


Documents


Contact


Principles applied by the Office

Independence

The Ombudsperson is independent in structure, function, and appearance within the organisation.

Neutrality and impartiality

The Ombudsperson, as a designated neutral, remains unaligned and impartial. The Ombudsperson does not engage in any situation that could create a conflict of interest.

Confidentiality

The Ombudsperson holds all communications with those seeking assistance in strict confidence, and does not disclose confidential communications unless given permission to do so. The only exception to this privilege of confidentiality is where there appears to be imminent risk of serious harm.

Informality

The Ombudsperson, as an informal resource, does not participate in any formal adjudicative or administrative procedure related to concerns brought to his/her attention.

Administration

With more than 200 staff, in all support areas, ranging from caretakers and gardeners to senior management staff, EMBL Administration provides administrative support to more than 1600 members of personnel from in excess of 75 nations.