SAFE Labs

IRIBHMComputationalLabs_2026:

The first, and easiest, course of action is to attempt to talk it out with the person involved. If the issue persists, it can be brought up privately to your PI or, if applicable (e.g. a conflict with your PI), to a member of your PhD thesis committee.

RollinsonLab_2026:

If you have a concern about me and my behaviour, you can tell me and we can discuss it; if you’re not comfortable doing so, you can also discuss anything related to my supervision confidentially and in private with the Center for Graduate Student Mentorship

OttLab_2025:

Lab members are encouraged to report any bullying, harassment or discriminatory behavior without fear of retaliation to the PI, to confidential parties for conflict mediation and consultation, or contact the ‘Personalrat’ (employee representatives). For academic misconduct allegations, report to your PI or contact HU’s Ombudspersonen.

Steps for raising lab or inter-personal issues

1. If comfortable doing so, request a meeting to raise the issue with the PI. The PI commits to treat such meetings confidential and without personal consequences for the person raising any issue.
2. If this is not possible, please raise the issue by consulting HGS Conflict Consultation here.
3. If none of the above steps fare appropriate, raise the issue with the ‘Personalrat’ (employee representatives).

ReinhardLab_2025:

It is important to raise and solve inter-personal issues within the lab early. We all spend many hours of our days working together and a safe and open environment is crucial to being able to perform well and happily. If possible, issues should be raised to the PI during 1o1 meetings or during a separately scheduled meeting. The PI will advise on possible solutions and actions, invite the other parties to voice their point of view, and organize group discussions if adequate. If you don’t feel comfortable raising the issue with the PI, contact the ombuds person or raise the issue with HR.

INSIGHTLab_2026:

Horizontal disagreements between lab members may be brought to the PI for mediation. If this does not lead to resolution, HR will be requested to mediate. In disagreements involving the PI, HR will be requested to mediate.

CoenLab_2025:

No lab is perfect, and individuals may have concerns about lab operations or another member’s behaviour. Issues can arise for many reasons, and addressing them promptly almost always leads to better outcomes for everyone involved. The procedure for raising these issues is:

1. If comfortable doing so, raise the issue with Pip at the earliest opportunity.
2. Alternatively, please raise the issue anonymously by using this form (anonymous comment form).    
3. If external involvement would be beneficial, contact your mentor (if a post doc) or your secondary advisor (if a PhD student).
4. If none of the above steps feel appropriate, raise the issue with UCL Report & Support.

MetaLab_2026:

If you notice someone being harassed, or are harassed yourself, tell Steve immediately. If Steve is the cause of your concern, then have a word with your Head of Department or another trusted faculty member.

SuperLab_2026:

If you are comfortable doing so, please raise the issue with me during our 1-to-1 meetings. I encourage you to bring the problem up as early as possible to ensure we can resolve this in a timely manner. If you don’t feel like you can bring it up with me, you can informally:

• speak with one of your co-supervisors
• speak with a trusted colleague

Or contact one of the following Student Services:

Advice and Guidance

Advice Service at the Liverpool Guild of Students

Equality & Diversity Team (part of the Human Resources Department)

Student Experience Team

AeryJonesLab_2026:

You are welcome to use this anonymous form (link omitted for Github example) to share anything that concerns you. This form will go to me, but I won’t know who submitted it unless you choose to identify yourself. Please share as much detail as you feel comfortable. As a professor, I am a Title IX mandatory reporter and must report any allegations of sexual misconduct, sexual harassment, or discrimination on the basis of sex to the Title IX office. You are always welcome to come to me to share your concerns, but by law I cannot keep this particular type of information confidential. If you aren’t comfortable talking to me, you can reach out to the university ombudsperson or the department chair.

CLICLab_2026:

If the concern is about something the PI has done, said, or failed to do, and you feel comfortable raising it with Cameron directly, you should always feel free to do this. He would rather hear about it directly, and raising it will not affect how you are treated in the lab or what is written about you afterwards.

• However, it is often difficult to do this in practice. If you have an issue that you don’t feel comfortable raising with the PI, there are several other ways to report issues. You are entitled to use any of them without telling Cameron first and without explaining your reasons.
• Within the Psychology Department:
• The Undergraduate Program Director (currently Dr. Hoi-Chung Leung, psy_ugpd@stonybrook.edu) is the appropriate first point of contact for concerns about an undergraduate research placement.
• The Department Chair (currently Dr. Joanne Davila) is the next step if that isn’t the right route, or if it doesn’t resolve things. Contact details are on the department page linked above.
• Outside the department:
• The Ombuds Office (ombuds@stonybrook.edu, 631-632-9200, Psychology B Room 137) is independent, informal, and impartial. It is not an office of record, so speaking to them does not begin a formal process and does not commit you to anything. Conversations are confidential, with narrow exceptions where disclosure is required by law.
• The Office of Equity and Access (reportit@stonybrook.edu, 631-632-6282) handles discrimination and discriminatory harassment. Reports can be submitted, including anonymously, through ReportIt.

ContextualDynamicsLab_2026:

All lab members, regardless of position or status, are protected by (and must abide by) Dartmouth’s human resources policies. This means behaving professionally and respectfully towards others (including your fellow lab members). Clear, direct communication is often the best way to address interpersonal issues. On rare occasions, despite your best efforts, you may find yourself in an interpersonal situation you cannot resolve on your own. You have many resources at your disposal to help:

• Senior lab members (e.g. your immediate supervisor, Project Owner, or Project Coordinator)

• Jeremy

• The PBS department chair

• The Undergraduate Deans Office or the Graduate and Professional Schools Deans Office

• Dartmouth’s Office of Human Resources, which provides assistance and resources to all faculty, staff, retirees, and prospective employees

• Dartmouth’s Student Employment Office, which provides a similar suite of services to student employees

• The Dartmouth Ombuds Office, which provides confidential and informal assistance in resolving concerns related to interpersonal issues

• Dartmouth’s Faculty/Employee Assistance Program

• Dartmouth’s Title IX office (for issues related to sex or gender-based discrimination, or concerns about sexual misconduct, harassment, or assault)

• Hanover Police (if criminal activity is involved)

• WISE, a 24-hour crisis hotline for free and confidential services to address domestic and sexual violence and stalking (866-348-9473)

CTCNLab_2026:

When we are in conflict, we follow the following, we follow this protocol:

• Go directly to the person you have a conflict with whenever that is possible.
• If that isn’t possible, the senior postdoc is the point person (including via the anonymous feedback form).
• If the conflict involves the senior postdoc, or you are not comfortable going to the senior postdoc, go to your respective PI; if that isn’t possible, go to another PI in the lab.
• If you observe a conflict between two other lab members, encourage one of them to speak with the other directly. If that isn’t possible, direct them to the senior postdoc, a PI, or another appropriate person.
• A mediator can be brought in at any point if it would help.

HarmsLab_2026:

Use constructive language in conflict. Facilitate fruitful conversation by using phrases that focus on your experience, not assumptions about the other person. Phrases like “What I heard was…” and “When you said X, I felt Y…” provide new information to the other person (your experience) and invite conversation and clarification. In contrast, phrases like “You always say/do…” and “You are X” are assumptions and generalizations about the other person. This is unfair, shuts down conversation, and exacerbates conflict.

• Start one-on-one, but get help if needed. To prevent harmful gossip, one should not bring others into the conflict unless needed. If the situation warrants, however, bringing in others can facilitate reconciliation.

LawrenceLab_2026:

Disagreements, misunderstandings, and conflicts within a group sometimes happen. Early and authentic communication are key to resolving issues and minimizing conflicts. If you have concerns about your interaction with me or with anyone else, please don’t hesitate to come talk with me.

• If you wish a conversation to remain confidential, please be sure to indicate that at the start of the conversation. I will endeavor to respect this request, and if I am unable to do so I will let you know.

MaLab_2026:

Despite our best efforts, conflicts or tensions can arise. Primarily, I hope that we can resolve conflicts and tensions directly with each other, by de-escalating, listening to each other, and taking a step back from what caused the conflict.

Problems in relationships tend to be easier to solve before they fester, and I am always available to listen, provide advice, and mediate if useful. I encourage you to talk to me if you have issues with a fellow lab member.

Outside of the lab, there are other resources, which are particularly useful if your conflict or tension is with me. If you are a PhD student, the members of your thesis committee and the Director of Graduate Studies are your main resources. They could advise you confidentially, and in some cases might mediate. If you are not a PhD student, your best bet is to seek out a trusted faculty member other than me. Sometimes, previous mentors can be very helpful in a consulting capacity, but if they don’t know me and are in a different institution, that limits what they can do. You could also approach the Director of Graduate Studies, who often cares about the lab environment more broadly, or the Department Chair (Marjorie Rhodes in Psychology and Andre Fenton in CNS).

McCainLab_2026:

We will all try to communicate issues promptly with respect and professionalism. Then listen actively. If a problem arises, we will set a face-to-face meeting time for expressing and hearing without blame or criticism. We will prepare and use the four Non-violent Communication Steps o Observations (I see…) o Feelings (I feel…) o Needs (I need…) o Requests (Would you be willing to …) Remember there are multiple valid solutions to any issue; we will brainstorm creative solutions If a problem persists, we will consider inviting a mediator

MemoLab_2026:

If you have an issue with another lab member that cannot be solved by talking with them about it, please talk with Maureen. If you have an issue with Maureen, please reach out to another member of the psychology department who can intervene (this can be a senior lab member for smaller lab issues, or another faculty member or the department chair for more serious issues).

MsEELab_2026:

Ensuring MsEE Lab is a welcoming, constructive working environment is part of the responsibilities of the principal investigator, and a crucial one at that. Pablo has completed conflict resolution training from the Community Dispute Settlement Center in Cambridge, MA as a confidential conflict coach with the MIT BE REFS, where he gathered experience with interpersonal conflicts both between lab members and involving advisors. For these reasons, lab members are encouraged to bring issues in lab dynamics to him. However, he recognizes that power imbalances and his role as head of MsEE Lab may make this difficult. For this reason, consider these options:

1. If comfortable doing so, request a meeting to raise the issue with Pablo.
2. If not, please raise the issue anonymously by using this evergreen, anonymous feedback form.
3. If external involvement would be beneficial, consider consulting with external mentors. If you are a graduate student, options include discussion with members of your Thesis Committee or the Director of Graduate Studies for your Field. Regardless of whether or not you are a student, other options include contacting leadership within the School of Chemical and Biomolecular Engineering or other units at Cornell, if relevant. If not, contact our dedicated external advisor.
4. If none of the above steps are appropriate, other external resources include the list of confidential resources at Cornell or raising the issue with resources for workplace misconduct. Both are outlined below.

PinskyLab_2026:

Lab listener

• A volunteer group member each quarter who observes and promotes healthy lab dynamics
• An unofficial contact for concerns within the research group
• Will schedule meetings with Malin as needed for issues and updates

SwansonGroup_2026:

If you ever feel that a member of the group (including myself) is not meeting the expectations in this document please let me know. This is especially important if you feel unwelcome in the group, are otherwise unable to perform to best of your ability, or suspect potential academic dishonesty. All the members of the lab are committed to fixing problems that arise.

SweedlerLab_2026:

Interpersonal conflicts between group members are best brought to my attention by all parties involved by asking for a meeting via email (for the record) that I can mediate. Such conflicts can take many guises, ranging from authorship, scheduling lab time or instruments, to problems of group members collaborating on a project or in a mentoring relationship. It is important for the parties involved to have a conversation first before escalating to the PI or department. If the conflict is with me (as PI), the Graduate Diversity & Program Climate Director and / or Department Head should be consulted, or the student affairs dean at the Graduate College if the group member prefers a more atarms-length confidant. One area of special concern involves authorship on manuscripts. I am always happy to discuss this with you. As the editor of an ACS journal that has received tens of thousands of submissions, I have been involved in many such disputes and am happy to work with group members towards an authorship solution.

VuraWeisLab_2026:

In case of interpersonal conflict within the group, you are expected to: ➢ First try to resolve the issue between yourselves. Be direct: what did the person do that harmed you, and how would you like them to act in the future? In general we assume that everyone’s intentions are good but that we all make mistakes. ➢ If the first point does not resolve your problem, you are expected to talk to a colleague you are comfortable with who can act as a mediator. ➢ If student to student, student to mediator does not resolve the conflict, you are expected to talk to Josh. If you are not comfortable talking to Josh (or have a problem with Josh), Tepora Su’a has agreed to be a neutral third party.