The Peabody Institute of the Johns Hopkins University

Maintaining appropriate confidentiality is important to every HR professional and employee. The HR staff of the University and of The Peabody Institute understand the need to maintain discretion and to assist both employees and administration as equitably as possible.

There may be times during the course of consulting with HR that certain things cannot be kept confidential. Some examples would involve illness, discrimination, sexual harassment, harassment, and acts of workplace violence. For these cases, while complete confidentiality cannot be promised, steps are taken to minimize loss of privacy; disclosure is only on a need-to-know basis. Likewise, in order to remedy a situation discussion among various parties needs to happen. Again, in these cases steps are taken to ensure privacy to as great an extent as possible and sharing is done only on a need-to-know basis.

It is possible, and often the case, for an HR professional to work with the supervisor and the employee on the same employee relation issue. We feel that we are able to successfully balance the needs and privacy of both parties in a professional and delicate manner. However, should it be your preference, more than one HR professional can be assigned to a case so that both parties have separate consultants.

For certain circumstances, JHU has intentionally set up a process whereby the parties are kept distinct. An example is the JHU grievance process. In these situations the advisors and committee members are not from the same school from which the grievance originates.

Should you have any questions or concerns about confidentiality I encourage you to speak with me.

Laura Brooks
Manager of Human Resources and Payroll Services