Common use of Availability of Mediators Clause in Contracts

Availability of Mediators. The Steering Committee shall choose up to twenty-four (24) employees of the Boston Public School system to be trained as media- tors for the system. All persons chosen shall be acceptable to both the Union and the Committee. Employees chosen for this position should have demonstrated excellent interpersonal skills, creativity, and an ori- entation toward collaborative problem-solving in carrying out their duties in the system. The candidates chosen should as a group be highly representative of the racial and ethnic diversity of the school system. They should receive formal training in problem-solving mediation. Appointments as a mediator should be voluntary. Appointments should be reviewed annually and terminable at the discretion of the Superin- tendent with or without cause. These mediators shall be available in addition to their regular duties to confer with employees of the system involved in contract- related disputes on a confidential basis seeking to assist the parties in resolving such difficulties. They may talk in person or by phone. Me- diators shall be called on to mediate a building-level discussion of a grievance in Step 1 of the dispute resolution process outlined in the following section. However, no mediator shall mediate a building-level discussion of a grievance that they have previously discussed with an employee, unless all parties to the mediation so request in writing. Mediation will be available for grievances filed at Step 2 or Step 3 if both parties agree. The School Department will circulate at least annually to all employees a list of mediators and their phone numbers. School De- partment policy shall be to encourage employees to seek help from a mediator to resolve work-related difficulties informally. Mediator stipends will be retirement worthy and become part of one’s annualized salary.

Availability of Mediators. The Steering Committee shall choose up to twenty-four (24) employees of the Boston Public School system to be trained as media- tors for the system. All persons chosen shall be acceptable to both the Union and the Committee. Employees chosen for this position should have demonstrated excellent interpersonal skills, creativity, and an ori- entation toward collaborative problem-solving in carrying out their duties in the system. The candidates chosen should as a group be highly representative of the racial and ethnic diversity of the school system. They should receive formal training in problem-solving mediation. Appointments Ap- pointments as a mediator should be voluntary. Appointments should be reviewed annually and terminable at the discretion of the Superin- tendent Superintendent with or without cause. These mediators shall be available in addition to their regular duties to confer with employees of the system involved in contract- related disputes on a confidential basis seeking to assist the parties in resolving such difficulties. They may talk in person or by phone. Me- diators shall be called on to mediate a building-level discussion of a grievance in Step 1 of the dispute resolution process outlined in the following section. However, no mediator shall mediate a building-level discussion of a grievance that they have previously discussed with an employee, unless all parties to the mediation so request in writing. Mediation will be available for grievances filed at Step 2 or Step 3 if both parties agree. The School Department will circulate at least annually to all employees a list of mediators and their phone numbers. School De- partment policy shall be to encourage employees to seek help from a mediator to resolve work-related difficulties informally. Mediator stipends will be retirement worthy and become part of one’s annualized salary.

Availability of Mediators. The Steering Committee shall choose up to twenty-four (24) employees of the Boston Public School system to be trained as media- tors mediators for the system. All persons chosen shall be acceptable to both the Union and the Committee. Employees chosen for this position should have demonstrated excellent interpersonal skills, creativity, and an ori- entation orientation toward collaborative problem-solving in carrying out their duties in the system. The candidates chosen should as a group be highly representative of the racial ra- cial and ethnic diversity of the school system. They should receive formal training in problem-solving mediation. Appointments as a mediator should be voluntary. Appointments should be reviewed annually annu- ally and terminable at the discretion of the Superin- tendent Superintendent with or without cause. These mediators shall be available in addition to their regular duties to confer with employees of the system involved in contract- contract-related disputes on a confidential basis seeking to assist the parties in resolving such difficulties. They may talk in person or by phone. Me- diators Mediators shall be called on to mediate a building-level discussion of a grievance in Step 1 of the dispute resolution process outlined in the following section. However, no mediator shall mediate a building-level discussion of a grievance that they have previously discussed with an employee, unless all parties to the mediation so request in writing. Mediation will be available for grievances filed at Step 2 or Step 3 if both parties agree. The School Department will circulate at least annually to all employees a list of mediators and their phone numbers. School De- partment Department policy shall be to encourage employees to seek help from a mediator to resolve work-related difficulties informally. Mediator stipends will be retirement worthy and become part of one’s annualized salary.

Availability of Mediators. The Steering Committee shall choose up to twenty-four fifteen (2415) employees of the Boston Public School system to be trained as media- tors mediators for the system. All persons chosen shall be acceptable to both the Union and the Committee. Employees chosen for this position should have demonstrated excellent interpersonal skills, creativity, and an ori- entation orientation toward collaborative problem-solving in carrying out their duties in the system. The candidates chosen should as a group be highly representative of the racial ra- cial and ethnic diversity of the school system. They should receive formal training in problem-solving mediation. Appointments as a mediator should be voluntary. Appointments should be reviewed annually and terminable at the discretion of the Superin- tendent Superinten- dent with or without cause. These mediators shall be available in addition to their regular duties to confer with employees of the system involved in contract- contract-related disputes on a confidential basis seeking to assist the parties in resolving such difficulties. They may talk in person or by phone. Me- diators Mediators shall be called on to mediate a building-level discussion of a grievance in Step 1 of the dispute resolution process outlined in the following section. However, no mediator shall mediate a building-level discussion of a grievance that they have previously discussed with an employee, unless all parties to the mediation so request in writing. Mediation will be available for grievances filed at Step 2 or Step 3 if both parties agree. The School Department will circulate at least annually to all employees a list of mediators and their phone numbers. School De- partment Department policy shall be to encourage employees to seek help from a mediator to resolve work-related difficulties informally. Mediator stipends will be retirement worthy and become part of one’s annualized salary.

Availability of Mediators. The Steering Committee shall choose up to twenty-four (24) employees of the Boston Public School system to be trained as media- tors mediators for the system. All persons chosen shall be acceptable to both the Union and the Committee. Employees chosen for this position should have demonstrated excellent interpersonal skills, creativity, and an ori- entation orientation toward collaborative problem-solving in carrying out their duties in the system. The candidates chosen should as a group be highly representative of the racial and ethnic diversity of the school system. They should receive formal training in problem-solving mediation. Appointments as a mediator should be voluntary. Appointments should be reviewed annually and terminable at the discretion of the Superin- tendent Superintendent with or without cause. These mediators shall be available in addition to their regular duties to confer with employees of the system involved in contract- related disputes on a confidential basis seeking to assist the parties in resolving such difficulties. They may talk in person or by phone. Me- diators Mediators shall be called on to mediate a building-level discussion of a grievance in Step 1 of the dispute resolution process outlined in the following section. However, no mediator shall mediate a building-level discussion of a grievance that they have previously discussed with an employee, unless all parties to the mediation so request in writing. Mediation will be available for grievances filed at Step 2 or Step 3 if both parties agree. The School Department will circulate at least annually to all employees a list of mediators and their phone numbers. School De- partment Department policy shall be to encourage employees to seek help from a mediator to resolve work-related difficulties informally. Mediator stipends will be retirement worthy and become part of one’s annualized salary.