- About our Ombuds - Peter Layde, MD, MSc
Peter Layde, MD, MSc, was appointed in September, 2011 as the first Ombuds for the Medical College of Wisconsin.
Additionally, Dr. Layde serves as Professor of Emergency Medicine, Associate Chair for Global and Public Health and Co-director of the Injury Research Center at the Medical College of Wisconsin. Dr. Layde joined the Medical College of Wisconsin faculty in 1993 as a professor in the Department of Family and Community Medicine and the Health Policy Institute. An accomplished researcher, he has more than 25 years of experience conducting epidemiological research – primarily in the area of injury control – and has authored more than 160 papers. Dr. Layde also has mentored numerous junior faculty and graduate students. Prior to joining the Medical College, Dr. Layde served as Director of the Division of Chronic Disease Control at the Centers for Disease Control and Prevention in Atlanta and chair of the Department of Epidemiology and Biostatistics at the Marshfield Clinic in Marshfield, Wisconsin.
Dr. Layde, a long-standing Medical College of Wisconsin educator, has directed courses in epidemiology, injury research and prevention and health policy and has mentored more than a dozen faculty colleagues. Additionally, he is a member of the American College of Epidemiology, the American College of Preventive Medicine and the American Epidemiological Society.
Dr. Layde received a Bachelor of Arts degree in 1973 and an MD degree in 1976 – both from the University of Wisconsin. Additionally, Dr. Layde earned a Master of Science degree from the London (England) School of Hygiene and Tropical Medicine in 1980.
- Our Principles
Four key principles guide our exercise of integrity and ethical behavior: confidentiality, independence, informality and neutrality. The Ombuds fosters respect for all members of the Medical College of Wisconsin community and promotes fairness in the content and administration of College practices, processes and policies.
We are confidential
We will not identify you or discuss your concerns with anyone without your permission. The only exceptions are noted above. We do not keep permanent records about individuals. We do not testify voluntarily in any formal proceeding.
We are impartial
We do not take sides; we consider the rights and interests of all parties. We do not judge, discipline, or reward anyone. We are advocates for fairness. We have no personal stake in the outcome of any situation.
We are informal
Use of the Ombuds Office is not a substitute for formal procedures – such as filing a grievance. Any communication with us is “off the record” and does not put the Medical College of Wisconsin on formal notice of a problem. This means that time lines set forth in the Faculty Grievance procedure and/or Staff Conflict Resolution policy are not waived or extended while you consult us.
We are independent
We report directly to the President of the Medical College although we are independent of central administrative offices; also, we are not aligned with any department or group on campus. We work hard to merit the trust others place in us.
- Standards of Practice
The Medical College of Wisconsin Ombuds Office functions according to the International Ombudsman Association (IOA) Standards of Practice (PDF) and the core values of independence, impartiality/neutrality, confidentiality and informality.
These Standards of Practice are based upon and derived from the ethical principles stated in the IOA Code of Ethics (PDF) and govern the way in which our office receives complaints, works to resolve issues and makes recommendations for the general improvement of the Medical College of Wisconsin.
- The Ombuds Office Does:
Listen and discuss workplace questions, concerns and complaints
Offer a SAFE place to discuss your concerns
Open channels of workplace communication; facilitate conversations
Informally investigates complaints
Help evaluate various options to address workplace concerns
Answer questions concerning appropriate channels
Explain Medical College of Wisconsin policies and procedures
Facilitate communication between people
Advise individuals about steps to resolve problems informally
Advise individuals about formal and administrative options
Assist with problems that have not been resolved by other offices
Make appropriate referrals when informal options don't work
Discuss patterns of problems/complaints with administrators
Recommend changes to Medical College of Wisconsin policy, rules or procedures that are outdated, unclear or ineffective
- The Ombuds Office Does Not:
Participate in formal grievance processes
Conduct formal investigations
Make administrative decisions for Medical College of Wisconsin administrators
Determine "guilt" or "innocence" of those accused of wrong-doing
Assign sanctions to individuals
Serve as witness in any administrative or legal proceedings, unless compelled to do so
Receive official "notice" for the Medical College about issues
Maintain records that identify visitors to the office
- How Might an Ombuds Help?
By helping to surface information when people are afraid to come forward in the workplace
By helping to clarify and resolve a workplace conflict
By helping to develop and evaluate options or courses of action, and assisting visitors in knowing how to pursue an option
By identifying dispute resolution alternatives for people who seek options and by referring individuals to appropriate services
By looking into a problem informally (with permission) and, when appropriate, presenting recommendations to the visitor or others
By assisting in dispute resolution by bringing together the parties involved in order to assist them in reaching their own settlement
By recommending systems change to appropriate individuals
By coaching visitors about how an issue or concern may be presented more effectively
- When Might You Contact The Ombuds Office?
To discuss a workplace situation off the record with someone knowledgeable about the Medical College of Wisconsin and its policies so that you can decide whether to take action and, if so, what to do
To request information about management decisions, policies or rights and responsibilities of all parties
To explore alternatives for resolving a workplace problem
To learn the process for filing a formal complaint or appeal
To request a “reality check”
To try to resolve a workplace conflict in an informal way
To learn how to resolve a workplace conflict on one’s own
To learn what other resources may be available
To ask for a confidential channel to surface information
- Common Issues
For many individuals, the Office of the Ombuds is often a safe first step in addressing a problem. For others, contacting the office may occur later in the evolution of a concern. Speaking with the Ombuds should help increase your awareness of available alternatives for resolving work-related problems and will enhance your ability to deal more effectively on your own with troubling situations.
Common issues brought to the Office of the Ombuds include:
• Academic integrity
• Advisor-advisee or supervisor-supervisee relations
• Compensation and benefits
• Conflicts of interest
• Disciplinary action
• Educational integrity
• Ethics / Whistle-blowing
• Fear of coming forward or of acting to stop unacceptable behavior
• Fear of retaliation or actual retaliation
• Harassment, discrimination, abuse of power, bullying, unfair treatment
• Help in writing a reference, evaluation, commendation, a letter of concern, or help in writing responses
• Intellectual property disputes
• Interpersonal relationships
• Performance appraisals
• Personality conflicts
• Policy issues
• Racism or other forms of discrimination
• Research-related issues
• Safety issues
• Scientific misconduct
• Suggestions for improvement at the Medical College of Wisconsin
• Working conditions
- Research Issues
Research-related concerns are a common reason to consult with the Office of the Ombuds. Individuals may pursue these informal inquires for numerous reasons: they may try to gather information; determine whether their perception has any validity; reflect on their respective situations; seek and discuss interpretations of school policies; brainstorm approaches to discuss these topics with a decision-maker; or learn about procedures if a formal complaint were to be made by or against them.
Queries in this category may include:
animal care and use
authorship (order and inclusion)
attribution of credit
disposition of research products (what is mine and what can I take with me when I leave)
human research protection
integrity in science issues (e.g., conflict of interest, professional misconduct, misrepresentation of data, protocol errors, plagiarism, etc.)
You can contact the Office of the Ombuds for individualized appointments tailored to your specific concerns.
- What Will Happen If You Call?
To contact the Office, call us any time at (414) 266-8776. You may provide information and also tell us how to reach you – or you may choose to remain anonymous. You may make a telephone appointment or you may meet with us in person. If you would like an appointment, and we are not immediately available, leave a message and we will contact you as soon as possible. We also try to schedule appointments as quickly as possible, depending on the schedule of the visitor.
We will listen to your workplace concerns or suggestions and will try to brainstorm issues, options and possible outcomes with you. You may decide that you would like just to think things over. You may decide to handle a concern on your own or you might ask us to make an informal telephone call about the issue of concern. If we agree to make a phone call, we would discuss with you whether this seems like an effective option. The Ombuds and his staff will not answer questions about people with whom they may have spoken, nor disclose an individual’s name or specific issue, with anyone outside of the Ombuds Office – unless during discussions with a visitor they are given permission to do so for the purpose of informal conflict resolution, and if the Ombuds also agrees to attempt informal resolution. The exceptions to this pledge of confidentiality are described above.
We can help you bring information to the attention of appropriate individuals. We would be happy to talk with you about Medical College policies, to refer you to relevant line and staff managers and to discuss formal options for resolving complaints.
The Ombuds does not conduct formal investigations, adjudicate, arbitrate or serve as a witness voluntarily in any administrative or legal proceedings either at the Medical College or elsewhere. Since the Office is made available to faculty, staff and administrators as a purely voluntary and “alternate” channel of communication, those people who use the program also will be considered to have agreed to abide by these principles of confidentiality.
- Informal Process
The Ombuds will provide you with a safe forum to voice your workplace concerns, evaluate your situation, organize your thoughts, assess your feelings and decide what is important and relevant according to your specific circumstances.
Working together, we will generate and explore options for you to consider. Options can range from simply talking about your problem to pursuing a formal grievance internally or externally. You choose the options you prefer. Keep in mind that timelines contained in policies and procedures, such as the Staff Conflict Resolution Policy and the Faculty Grievance Procedure, are not waived or extended while informal options are explored.
Your privacy will be respected, as conversations will ordinarily remain confidential. Notes are not kept. In very unusual circumstances, such as a court order or where there is a potential threat to safety, and all other options appear to have been exhausted, information may need to be shared. Please let us know if you have particular concerns about confidentiality.
- Internal Formal Process
If you choose not to use informal processes or attempts at resolving the situation informally have failed, you may choose a more formal grievance process. The Ombuds will discuss how to access the formal process appropriate to your circumstances but does not participate in any formal proceedings.
- Annual Reports
1st Annual Report to Faculty and Staff (PDF)
(November 15, 2011 - December 31, 2012)
2nd Annual Report to Faculty and Staff (PDF)
(January 1, 2013 - December 31, 2013)