Requesting Mediation Clause Samples

Requesting Mediation. While the mediator shall have no authority to impose a resolution on the grievance, either or both parties may request that the mediator suggest a resolution or offer a recommendation to the parties. The mediator will have the authority to meet separately with either or both parties.

Requesting Mediation. If an employee believes they have been subjected to harassment, discrimination or misuse of authority, they may wish to make their objection and/or unease known to the person in order to resolve the issue prior to seeking mediation. If dealing directly with the person is not an option or is unsuccessful, the employee may seek the confidential advice of a Harassment Advisor or the Union. Requests for mediation may be initiated through a Harassment Advisor, the Union or the Human Resources Department. Requests will be accompanied by a signed written complaint which should include the following where applicable: • name(s) of the Complainant(s) and the Respondent(s) • a description of the action(s), conduct, events, or circumstances • date, time and place of incident(s) • name(s) of witnesses • prior attempts to resolve the situation • remedy sought

Requesting Mediation. A. Processing Requests A participant who wishes to pursue mediation must file a request for mediation with the official designated in the decision notice. This request must be filed no later than 30 calendar days after the date on which the decision notice was received. This policy is applicable to both the title XII and non-title-XII conservation programs. Requesting mediation pauses the 30-calendar-day time clock after which the decision becomes final. If mediation is unsuccessful, the 30-calendar-day time clock will restart with the remaining balance of the 30 calendar days. The following guidance is provided. Figure 510-E2 Program Type Guidance Certified State NRCS will provide the participant with the name, address, telephone, and FAX of the designated NRCS contact and the State Mediation Program manager in the decision notice. If the participant files a timely request for mediation through the NRCS contact, NRCS will forward the participant information along with the adverse decision to the State Mediation Program manager. Uncertified State NRCS will provide the participant with the name, address, telephone, and FAX of the designated NRCS contact in the decision notice. If the participant files a timely request for mediation through the NCRS contact, NRCS will provide a list of mediators which has been prepared in accordance with section 510.41(C). NRCS officials must assist in making arrangements for the mediation session. Note: Participants in mediation may be required to pay fees established by the mediation program (see 7 CFR Section 614.11(a)).

Requesting Mediation. If an employee believes he/she has been subjected to harassment, discrimination or misuse of authority, he/she may wish to make his/her objection and/or unease known to the person in order to resolve the issue prior to seeking mediation.

Requesting Mediation i) ▇▇▇▇▇ to requesting mediation, an employee who believes they are the recipient of inappropriate or unacceptable behaviour is encouraged to deal directly with the person(s) whose behaviour is at issue in an effort to come to a resolution. ii) If dealing directly with the person is either unsuccessful, or is considered inappropriate, the complainant may seek the confidential advice of the Union or Human Resources. iii) Requests for mediation may be initiated through the Union, or Human Resources. The nature of the offending behaviour, relevant dates, and the name of the person whose behaviour is at issue will be submitted in writing, signed by the complainant, to Human Resources. Human Resources will provide a copy of all mediation requests to the Union Representative.

Requesting Mediation i) ▇▇▇▇▇ to requesting mediation, an employee who believes they are the recipient of inappropriate or unacceptable behaviour is encouraged to deal directly with the person(s) whose behaviour is at issue in an effort to come to a resolution. ii) If dealing directly with the person is either unsuccessful, or is considered inappropriate, the complainant may seek the confidential advice of the Union or the Coordinator of Human Resources or Human Resources Officer. iii) Requests for mediation may be initiated through the Union, a Human Resources Officer or the Coordinator of Human Resources. The nature of the offending behaviour, relevant dates, and the name of the person whose behaviour is at issue will be submitted in writing, signed by the complainant, to the Coordinator, Human Resources. The Human Resources Coordinator will provide a copy of all mediation requests to the Union Representative