Resolving Conflict Clause Samples
The Resolving Conflict clause establishes the procedures and mechanisms for addressing and settling disputes that may arise between the parties during the course of their agreement. Typically, this clause outlines steps such as negotiation, mediation, or arbitration before resorting to litigation, and may specify timelines, forums, or governing laws for dispute resolution. Its core practical function is to provide a clear, structured process for resolving disagreements efficiently, thereby minimizing disruption and reducing the risk of prolonged or costly legal battles.
Resolving Conflict. In the event of a conflict or dispute between the Town and the Ditch Company, the matter shall be reviewed by and between the ▇▇▇▇▇ Parks and Public Works Director (Town Liaison) and the Ditch Company President or designated Board Member. The staff of both Parties shall act in good faith to identify options or ways to accommodate the interests of both Parties. If the Town Liaison and the Ditch Company president or designees are unable to resolve the conflict or dispute, the matter shall be reviewed by and between the ▇▇▇▇▇ Town Administrator and the Ditch Company Board.
Resolving Conflict. If you have a disagreement with any person during your time at the Mission you should bring your disagreement to the Board. Where possible, we will apply the principles from ▇▇▇▇▇▇▇ 18:15-18 to resolve disputes. This means that we will apply the following steps:
(a) The persons involved will talk to one another privately and in a loving manner.
(b) If not resolved, one or two members of the Mission staff will participate in the discussion to facilitate an open and honest exchange in which all parties listen to each other’s views.
(c) If not resolved, the matter will be brought before the Board for resolution. The Board’s decision is final and you agree to be bound by it.
Resolving Conflict. In the event of a conflict of annual leave scheduling among employees at a given duty station, Service Computation Date (SCD) will govern, in the absence of personal hardship. SCD will be used on a rotating basis.
Resolving Conflict. In the event of a conflict of annual leave scheduling among employees, the employees will be given the opportunity to resolve the conflict. If conflict still exists, such conflict shall be resolved on the basis of the following considerations, listed in priority order:
1. Date of submission and approval of annual leave requests.
2. Service Computation Date (SCD).
3. Prior leave granted for a particular day or timeframe (e.g. day after Thanksgiving, Christmas week) Personal hardships may warrant exception to the priority listing based on the severity of the circumstances.
Resolving Conflict. After completing the previous section, you and your roommates have had a chance get to know each other and your similarities and differences. This section is for you to make notes about where you think conflict could arise and how you will deal with it. This should help you to build a positive relationship. If however, you have encountered any problems that you please address them and come up with some compromises and solutions.
Resolving Conflict. It is in the interest of the SPCA and the City to resolve conflict that may arise in a respectful and productive manner. When conflict arises, both parties should communicate with one another as soon as possible, and respectfully, openly and honestly. In the event a conflict cannot be resolved through open communications between the parties, the parties will follow the operation concern resolution process outlined in Section X of this agreement.
Resolving Conflict. In the event of a conflict of annual leave scheduling among employees at a given duty station, length of Agency service will govern, in the absence of personal hardship.
Resolving Conflict. From time to time it is likely that differences of opinion or emphasis may arise within the Partnership. Partner organisations undertake to seek to resolve disputes amicably, acting at all times in the overriding interests of Headstart Cumbria. In the event that mutual agreement cannot be reached the arbitration of the Lead organisation shall be final with no further appeal. Any organisation that is unable to accept these terms will be invited to stand down from the Partnership.
Resolving Conflict. If you have a disagreement with any person during your time at the Mission you should bring your disagreement to the Board. Where possible, we will apply the principles from ▇▇▇▇▇▇▇ 18:15-18 to resolve disputes. This means that we will apply the following steps:
(a) The persons involved will talk to one another privately and in a loving manner.
(b) If not resolved, one or two members of the Mission staff will participate in the discussion to decision is final and you agree to be bound by it.