Informal Conflict Resolution. The informal conflict resolution process will not be utilized to investigate and resolve Human Rights Harassment. Any employee who believes they have a potential complaint of harassment should make their objection known to the alleged harasser and is encouraged to resolve the matter wherever possible on an informal basis. The employee may choose to ask for the help of their local manager or Union Representative to facilitate a meeting between the parties. In an environment of confidentiality, the manager and/or Union representative will outline the complaint procedure, the definition of harassment, and discuss various possible courses of action with the parties in order to resolve the matter quickly and appropriately. At any point the complainant, management or Unifor may decide to discontinue the informal process and escalate the matter to Stage 2. While the informal conflict resolution process will not assign formal responsibility for the conflict, management may need to address inappropriate behaviour on the part of individuals involved in the dispute, and warn that future incidents of inappropriate conduct may result in discipline and the more formal investigation process of Stage 2. Stage 1 resolutions should be completed within two weeks from the date of the initial complaint.
Informal Conflict Resolution. A. It is recognized that conflict may arise around issues other than interpretations, application and/or compliance with provisions of this MOU or whether discharge was for just cause.
Informal Conflict Resolution. Informal conflict resolution is designed to provide a voluntary, flexible, confidential and informal process for the resolution of workplace problems. The Parties are committed to ensuring that effective informal conflict resolution mechanisms are in place and to encouraging their full use in good faith before formal grievance procedures are invoked. Informal conflict resolution is not a first step in the general grievance procedure or in the sexual harassment grievance procedure but is a stand-alone process. It is a valuable and resource-efficient means available to management, individual officials, or groups of officials confronted with the same workplace problems, to resolve these problems quickly and informally. For these reasons, it is flexible, applies to all types of workplace problems, is not bound by any time limits, no records of the proceedings are maintained and the process is confidential to the parties. The following informal conflict resolution options are available: - Third party assistance; - Facilitation; and - Mediation. Third party assistance An official may request the assistance of the Human Resources Development Department (HRD), a higher-level chief, the Staff Union, or an ILO official or former official to assist with the informal resolution through dialogue of a workplace problem. Facilitation An official may request the services of a facilitator to assist in informal resolution through dialogue of any workplace problem. The role of the facilitator is to enable confidential dialogue between the parties to a workplace problem so that they can explore options for its informal resolution. All facilitation proceedings shall be confidential to the parties and no records of the proceedings shall be maintained. A pool of trained facilitators at Headquarters and in the field shall be drawn from ILO officials and appointed by the Mediator. A list of trained facilitators can be obtained from the Mediator’s Office. The work of a facilitator shall be considered official duties and officials who are facilitators shall be released to the extent necessary from their normal duties for this purpose.
Informal Conflict Resolution. An employee who believes they are the victim of harassment should make their objection known to the alleged harasser, directly or through a third party, and is encouraged to resolve the matter wherever possible on an informal basis. The employee may choose to ask for help from their local manager and/or union representative to facilitate a resolve. The union representative and local manager will meet the complainant together to review the employee’s concerns and subsequently meet the respondent to present those concerns. The company and union will undertake to meet in order to resolve the matter quickly and appropriately in the spirit of establishing a better working relationship/ environment. Where it is not possible for the local manager and union representative to resolve the matter jointly, the person attempting to resolve the matter should inform their counterpart of the complaint and the resolve. At any point the complainant, Management or the Union may decide to discontinue the informal process and proceed with a formal harassment complaint. The informal conflict resolution process should be completed within thirty (30) days from the date of the initial complaint. Formal Complaint
Informal Conflict Resolution. The parties hereto acknowledge that it is usually most desirable for an employee and the employee’s immediately involved supervisor to resolve problems through free and informal communications. When requested by the employee, an Association representative may accompany the employee to assist in the informal resolution of the grievance.
Informal Conflict Resolution. As an initial step in any effort to resolve any dispute regarding this Agreement, and after the exhaustion of any dispute resolution procedures provided by Health Plan as part of its claims or grievance process, Health Plan and Provider will attempt in good faith to negotiate a resolution of the dispute for a period of time appropriate for the nature of the dispute.
Informal Conflict Resolution. When scheduling conflicts occur, an effort should be made to resolve the conflict between the employees involved.
