Office of the Ombuds

• Neutral, independent, informal, and confidential resource:
• The Ombudsperson is a trusted campus partner who does not take sides. They operate independently of other university offices, provide informal assistance outside of official processes, and maintain strict confidentiality. This allows students, faculty, and staff to speak freely and explore options in a safe, private setting.
• Listens, guides, supports fair process:
• The Ombudsperson’s role is to listen without judgment, help clarify concerns, and guide individuals toward understanding their choices. They promote fairness and equity by explaining university policies, identifying resources, and, when appropriate, facilitating communication or informal resolution between parties.
• Not a legal advocate or decision-maker:
• The Ombudsperson does not serve as an attorney, investigator, or judge. They do not provide legal advice, represent individuals, or make binding decisions. Instead, they empower members of the OU community to navigate challenges constructively and pursue solutions that are respectful, fair, and consistent with university values.

• Confidential consultations
• The Ombudsperson provides a private, off-the-record space for members of the OU community to share concerns openly. Individuals can discuss sensitive issues without fear of escalation, knowing their conversations will remain confidential to the fullest extent possible. To learn more, read the Ombuds Confidentiality Statement.
• Conflict coaching & facilitation
• The office helps individuals prepare for difficult conversations, develop communication strategies, and explore constructive approaches to conflict. When appropriate, the Ombudsperson may also facilitate dialogue between parties to encourage mutual understanding and collaborative resolution.
• Policy clarity and referral
• University policies and procedures can often feel complex or overwhelming. The Ombudsperson helps interpret policies in plain language, explains available options, and directs individuals to the appropriate campus resources for formal processes, specialized services, or additional support.
• Data trend analysis and reporting
• While individual cases remain confidential, the Ombudsperson tracks broad themes and systemic concerns that emerge over time. These trends are reported to university leadership to highlight potential barriers, inform decision-making, and support continuous improvement in institutional practices and culture.

• Confidentiality
• All conversations with the Ombudsperson are private to the fullest extent allowed by law. The office will not share names or identifying details without permission, except in situations involving imminent risk of serious harm or when legally required. This confidentiality creates a secure environment where students, faculty, and staff can speak candidly.
• Neutrality and Impartiality
• The Ombudsperson does not take sides or advocate for any one party. Instead, the office promotes fairness, equity, and respect for all individuals involved. By remaining impartial, the Ombudsperson helps ensure that concerns are heard objectively and that outcomes are guided by integrity and transparency.
• Independence
• To maintain objectivity, the Ombudsperson operates outside of administrative and academic decision-making structures. The office has no formal role in policy enforcement or disciplinary action and reports only broad, systemic issues, not individual cases, to leadership. This independence protects the credibility and neutrality of the role.

Oakland University’s Ombuds Office is committed to the adherence of IOA Standards of Practice.

The Ombuds Office Does:

• Listens to concerns in a respectful and nonjudgmental manner.
• Provides information about university policies, procedures and resources.
• Clarifies issues and explores possible resolutions.
• Facilitates informal dialogue, mediation or problem-solving.
• Identifies trends and systemic issues that may impact fairness or equity.
• Makes recommendations for institutional improvements without disclosing individual identities. 

The Ombuds Office Does Not:

• Make binding decisions.
• Serve as an advocate in disputes.
• Conduct formal investigations.
• Maintain official records for the university.
• Provide legal advice or psychological counseling.

• Faculty & Instructors
• Faculty and instructional staff can seek assistance when questions arise about teaching, research, mentoring, or workplace interactions. The Ombudsperson offers confidential support in addressing classroom dynamics, collegial conflicts, or policy interpretation, ensuring that academic and professional standards are upheld in a fair and respectful manner.
• Administrative & Bargained Staff
• Administrative professionals and employees represented by bargaining units may encounter challenges related to workplace communication, supervisory relationships, or organizational practices. The Ombudsperson provides a neutral environment where staff can discuss these concerns, understand their options, and consider constructive approaches to resolution without fear of bias.
• Executive Leadership
• Senior leaders and administrators can also consult the Ombudsperson when seeking confidential perspectives on complex issues or when wanting to better understand the experiences of faculty, staff, or students. While the office does not engage in formal decision-making, it contributes valuable insight into trends and systemic concerns that may inform leadership strategies and institutional improvements.

• Academic Policy
• Academic Conduct
• Crisis Resources
• Student Forms

Stephanie J. Lee, Ed. D.
University Ombudsperson
[email protected]
(248) 370-4700

Dr. Lee, who has served Oakland University in a number of capacities for over 30 years, now serves as OU's inaugural ombudsperson. Her role is to help clarify policies and procedures and advise individuals on available options to resolve complaints, as well as develop and implement policies and procedures to promote fair treatment and ethical behavior.