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Curriculum IV · Employee life cycle
A disagreement about the work is not a civil-rights complaint — use the chair, EAP, mediation, HR, or Equal Opportunity and Access.
35–45 minutes · 4 lessons · Voluntary learning
A process disagreement, harm, a contract issue, and a safety threat are not the same conversation.
Use the same chair line as Teams in Minimization. Then date what will change.
Do not invent a restorative process for a complaint.
Process, EAP, mediation, HR, or EOAD. Then use the equal opportunity course if you need that lens.
Bring one live work object into the application workspace. Name who it was built for, who may carry the burden, and one change or formal escalation.
Conflict at work is either a disagreement about a process or a matter that belongs at a formal door. This course is the map: your chair, Employee Assistance, mediation, Human Resources, Equal Opportunity and Access. Do not invent a restorative process for a complaint. Do not rank who understands equity. The object is the work. Voluntary. For every Minnesota DHS employee.
The object is the process, not a person. We are not scoring anyone.
Use this aid while applying Conflict at Work — Resolution vs. a Formal Door to a live DHS work object.
Bring one live work object into the application workspace. Name who it was built for, who may carry the burden, and one change or formal escalation.
Participation and course completion in this program do not count toward DHS-required training credits unless management, a director, or DHS leadership expressly approves an exception.
The meeting. This course is the working relationship and the door.
When conflict is a complaint.