Formal Conflict Resolution Process Sample Clauses
The Formal Conflict Resolution Process clause establishes a structured method for addressing and resolving disputes that arise under an agreement. Typically, it outlines specific steps such as written notice of the dispute, mandatory meetings between parties, and possibly mediation or arbitration before litigation can be pursued. This clause ensures that conflicts are managed in an orderly and predictable manner, helping to prevent escalation and encouraging resolution without resorting to costly or time-consuming legal proceedings.
Formal Conflict Resolution Process. If the matter remains unresolved or the Union or Company has opted to bring the matter to Stage 2, the Complainant will file the complaint in writing with both the Company’s Harassment Officer and the Union’s Human Rights Coordinator. The complaint must be signed and contain sufficient detail. The Company’s Harassment Officer will consult with Union’s Human Rights Coordinator while establishing the admissibility of the Complaint. When an investigation is required, the Union and the Company will each select an individual who will act as an investigator or will communicate the names of their designate. Alternatively, the Union and the Company may jointly select an external investigator with all costs shared equally. The Union and Company designates will conduct a joint investigation to obtain and report the facts. At the beginning of the investigation the complainant’s identity and the general nature of the complaint will be communicated to the respondent. The respondent will be given an appropriate amount of information regarding the complaint in order to make a detailed response. At any time during the formal investigation process the Company can take measures to separate the employees in the workplace, if deemed necessary.
Formal Conflict Resolution Process. If the matter remains unresolved or the Union or Company has opted to bring the matter to Stage 2, the Complainant will file the complaint in writing with both the Company’s Representative and the Union’s Human Rights Coordinator. The complaint must be signed and contain sufficient detail. The Company’s Representative will consult with Union’s Human Rights Coordinator while establishing the admissibility of the Complaint. When an investigation is required, the Union and the Company will each select an individual who will act as an investigator or will communicate the names of their designate. Alternatively, the Union and the Company may jointly select an external investigator with all costs shared equally. The Union and Company designates will conduct a joint investigation to obtain and report the facts. At the beginning of the investigation the complainant’s identity and the general nature of the complaint will be communicated to the respondent. The respondent will be given an appropriate amount of information regarding the complaint in order to make a detailed response. At any time during the formal investigation process the Company can take measures to separate the employees in the workplace, if deemed necessary. At the completion of the investigation, a joint report will be prepared by the investigators. Where the preparation of a joint report is not possible, the investigators may submit separate reports in which case each will receive a copy of the other’s report. Hearsay evidence, third party information and opinions must not be included in the report(s). The report(s) will include the facts of alleged harassment and will provide findings of the harassment complaint. A recommendation to resolve the complaint will be made by the Company investigator. The Union investigator may choose whether or not to submit recommendations. The report(s) will be submitted to Labour Relations and the President of the Local Union within 14 days of the filing of the complaint. The Company and Union will each keep a copy of their report(s) in a confidential file for a period of three (3) years from the date of the complaint, at which time the summary will be removed from the Company and Union’s conflict resolution file and applicable personnel record, provided that no subsequent conflict resolution process pursuant to this ▇▇▇ is conducted with respect to the employee. Within ten (10) days of receiving the investigation report the Company will issue a final decision to ...
Formal Conflict Resolution Process. If conflict between the DNR TL and the DOT REC or SWECE cannot be resolved by working through their respective supervisors, the formal conflict resolution process should be initiated as described in this section and consists of the following steps:
a) One supervisor provides written notice to the other of their intent to initiate the conflict resolution process.
b) Within 14 calendar days of receiving notice, the respective supervisors will prepare a written summary of the issues and remaining points of conflict and identify which agency desires to initiate the conflict resolution process. The written summary will be delivered to the DNR Regional Secretary’s Director and the DOT Region Director.
c) Within 14 days of receiving the written summary, the DNR Regional Secretary’s Director in consultation with the Environmental Analysis and Sustainability Bureau Director and the DOT Region Director in consultation with the Technical Services Bureau Director will meet to resolve the conflict. If they are unable to reach agreement, they will jointly prepare a written summary of the remaining points of conflict which will be delivered to the appropriate Division Administrator(s) in their respective agencies.
d) Within 14 days of receiving the written summary, the Division Administrators and up to two additional representatives from each agency, will meet to resolve the conflict. If the Administrators are unable to reach an agreement, they will notify their respective Secretary of the remaining points of conflict in writing.
e) The Secretaries will meet to resolve the conflict and may appoint, at any time, a mutually acceptable mediator to assist in resolving the conflict. If the Secretaries decide to secure a mediator, the mediator will have no authority to impose a settlement on either agency. The cost, if any, of the mediator will be borne by the agency initiating the conflict resolution process. This step, whether a mediator is involved or not, is expected to be completed within 21 calendar days, unless extended by mutual agreement of the Secretaries. The Secretaries will either agree on a specific solution to the conflict or will agree that the issues will be resolved through alternative means (or processes).