EA (formerly ears) - AUT's EMPLOYEE ADVISORY AND RESOLUTIONS SERVICE
TENA KOE WELCOME
Helping AUT staff manage conflict
We are here to help you navigate challenging and inappropriate behaviour at work through coaching, mediation and facilitation
Welcome to Ea
Check out this video about Ea and what we do and the ways we can help you.
About Ea (formerly ears)
Best practice principles
The team at Ea follow the ethical standards set out by the International Ombuds Association (IOA). Wayne has been a practising member of the IOA since 2013.
Independent
While this service is provided by AUT, its purpose is to give staff independent advice on handling challenging behaviour in the work place. Ea's email, phones and web site are all stand alone and sit outside the University’s systems.
Impartial
We will help to enable you to overcome challenges, big and small. We can help you talk through your situation and support your decision making process. Ea will advise you on the University’s policy and processes to allow you to choose how you would like to address your concerns however we do not provide legal advice and we do not make decisions for you.
Confidential
What you say to the Ea team is strictly private. We keep a record of the services we provide you for the purpose of anonymised reporting of patterns and trends across the University. Your information will not be passed to the University. This also means that Ea is not a 'service of formal notice' to AUT, in that we don't receive formal complaints or notice of grievance.
Informal
Ea is all about, resolving conflict, restoring relationships and, building team communication capability. We are not an office that receives complaints or notices on behalf of AUT.
Frequently Asked Questions
What will Ea do for me?
We offer you a safe place for staff to discuss concerns and create options to address unwelcome behaviour. By enabling you to find solutions, your concerns can be addressed at your pace.
Ea will provide the AUT Vice-Chancellor's office with an early warning system of inappropriate behaviour, emerging policy violations or ineffective leadership. This function maintains your anonymity so reducing the possibility of retaliation against you for raising important issues.
All over the world, programmes such as this create better workplaces where employee satisfaction leads to higher morale and retention, by addressing issues early.
What are the exceptions to the confidentiality principle?
We won't keep it secret that you tell us you are so distressed that you may harm yourself or someone else. Our duty is to make you safe, so if we become worried about you, we may report your situation to someone that can help keep you from harm. Where possible we will raise our concern with you first, but in certain situations we may have to act immediately.
Ea (formerly EARS) Blog
This website uses cookies.
We use cookies to analyze website traffic and optimize your website experience. By accepting our use of cookies, your data will be aggregated with all other user data.