Final answer:
An ombudsperson can help negotiate a mutually acceptable agreement and refer the matter to further ADR, but cannot impose discipline or refer the case for litigation. Their role emphasizes facilitation, problem-solving, and maintaining an impartial stance to support a healthy workplace environment.
Step-by-step explanation:
After hearing both sides of a workplace dispute, an ombudsperson is empowered to take several actions. One key role of an ombudsperson is to facilitate communication and help the parties involved to reach a mutually acceptable agreement. This might involve negotiating on behalf of the employee, but it does not extend to imposing specific discipline on an employee. An ombudsperson can also refer the matter to further alternative dispute resolution (ADR) methods, such as mediation or arbitration, if they believe that this would be beneficial. However, it's important to note that an ombudsperson typically does not have the power to refer the matter for litigation; that action would need to be taken by the parties involved, potentially after the conclusion of the ombudsperson's process.
Maintaining calm, listening carefully, and focusing on problem-solving rather than assigning blame are essential aspects of the ombudsperson's role. They act as neutral facilitators who must stay impartial and aim to resolve conflicts in a way that is affirming and respectful to all parties. This contributes to a healthier workplace environment and helps prevent the negative consequences of unresolved conflicts such as stress, diminished team morale, and lost productivity. Workers also have rights to file complaints with organizations like OSHA if they believe there are serious hazards or violations in the workplace, without fear of retaliation.