CONFLICT RESOLUTION PROCESS Clause Samples
The Conflict Resolution Process clause establishes a structured method for addressing and resolving disputes that may arise between parties under an agreement. Typically, this clause outlines specific steps such as negotiation, mediation, or arbitration, and may set timeframes for each stage to ensure timely resolution. By providing a clear roadmap for handling disagreements, the clause helps prevent escalation, reduces the likelihood of litigation, and ensures that conflicts are managed efficiently and fairly.
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CONFLICT RESOLUTION PROCESS. Should there be a conflict between the Core Team and the Provider agency (liaison); the conflict resolution process should work through the levels as follows:
Step 1. Members of the Core Team and Provider Agency Liaison meet to discuss conflict.
Step 2. School Building Administrator and Administrator of Local Provider Agency meet.
Step 3. School District Central Office Administrator, County Mental Health and/or Drug and Alcohol Administrator meet.
Step 4. Chief School Administrator/Superintendent, Office of Mental Health Community Program Manager or Office of Drug and Alcohol Programs Representatives, and Pennsylvania Network for Student Assistance Services’ Regional Coordinator meet. Step 5. Commonwealth SAP Interagency Committee meets. Note: The personnel indicated at each step do not preclude the inclusion of other individuals involved with the Student Assistance Program.
CONFLICT RESOLUTION PROCESS. If you have a dispute with a Service Provider and an active, qualifying Plan, you may request ▇▇▇▇’s assistance in communicating with that Service Provider about your desired resolution (the “Complaint Resolution Process” or the “CRP”). You may request to participate in the CRP through our Website or by contacting a member care representative. you then will be requested to complete and return to ▇▇▇▇ certain documentation relating to your complaint. Shortly thereafter, a member of our Complaint Resolution Team will contact you to obtain additional information and understand your desired resolution. The Complaint Resolution Team then will contact the Service Provider to explain your complaint and desired resolution and to ask the Service Provider to respond in writing within a reasonable timeframe. If the Service Provider agrees to your desired resolution or supplies a counteroffer that you find acceptable, the case is considered resolved, your review regarding the Service Provider will be removed, and you will have the opportunity to submit updated feedback about your experience. If the Service Provider responds but does not resolve the matter as described above, your feedback shall remain unchanged. Your participation in the CRP is at ▇▇▇▇’s sole discretion. We reserve the right to reject your request to participate for any reason. By participating in the CRP, you consent to have your complaint and a story about the circumstances relating to the CRP published in our monthly magazine and online publications. For complaints involving health care providers, we may ask you to sign a HIPAA (Health Insurance Portability and Accountability Act) waiver to allow the Service Provider to discuss the issue with us. The CRP is not a legal forum and ▇▇▇▇ does not, at any time, become a party to your dispute with the Service Provider. ▇▇▇▇ is neither a mediator nor an arbitrator and does not provide legal advice or assistance. If you believe legal services are necessary or would be helpful to resolve your dispute with a Service Provider, ▇▇▇▇ encourages you to consult with an attorney. ▇▇▇▇ does not guarantee that your participation in the CRP will result in a satisfactory outcome or your desired resolution. You agree that, by offering the CRP, ▇▇▇▇ does not waive any of its disclaimers or limitations of liability, including without limitation those set forth under Sections 15 (Service Providers), 26 (Warranty Disclaimer), and 27 (Limitation of Liability). You acknowled...
CONFLICT RESOLUTION PROCESS. The purpose of this Article is to establish a procedure for the resolution of issues that may arise between Voting Members and the Corporation as to the interpretation, application or administration of this Agreement. It is the mutual desire of the Association and the Corporation that an ▇▇▇▇▇▇▇ effort to resolve issues without delay shall be made in the following manner:
Step 1: A Voting Member who has a concern or issue regarding a decision of the Corporation or their immediate Director/Manager will contact the said Director/Manager and fully explain the concern or issue. The Director/Manager will meet with the Voting Member at their earliest convenience, within five (5) business days of the Voting Member’s request. In the event the Director/Manager is unavailable due to scheduled vacation or off-site work commitments, the request for a meeting shall be with the Voting Member’s Commissioner.
Step 2: Failing satisfactory resolution of the concern/issue at Step 1, the Voting Member shall contact a member of the Association’s Executive. If the Association’s Executive determines that the concern/issue warrants pursuing with the Corporation, the Voting Member along with a representative of the Association’s Executive shall request a meeting with the Voting Member’s Commissioner/Director to be held at their earliest convenience, within seven (7) business days of the request. In the event the Commissioner/Director is unavailable due to scheduled vacation or off-site work commitments, the request for a meeting shall be with the person temporarily assuming the role of Commissioner/Director. The Commissioner/Director or the person temporarily assuming the role of Commissioner/Director (as the case may be) will in conjunction with Human Resources, provide a written response to the concern/issue to the Voting Member within three (3) business days of the above meeting.
Step 3: If the Voting Member is not satisfied with the response obtained in Step 2, the Voting Member may submit a written statement to the Director of Human Resources along with a copy to the Association’s President within five (5) business days of receiving the written response provided in Step 2. Within five (5) business days of receiving the written statement specified above, the Director of Human Resources will convene a meeting with the Conflict Resolution Committee at which time the issue will be reviewed and reasonable attempts will be made to resolve the said concern/issue in a timely manner. ...
CONFLICT RESOLUTION PROCESS. 14.5.1 Procedures for Staff/Staff, Staff/Administrator, Staff/Citizen Issues.
CONFLICT RESOLUTION PROCESS. The parties to this Agreement share the desire to settle all grievances as expeditiously and equitably as they arise and are committed to the following conflict resolution process. A Union Representative shall be afforded such time off with pay as may be required for attendance at meetings with Management pertaining to grievances and the administration of this Agreement.
CONFLICT RESOLUTION PROCESS. The intent of this process is to provide a method of resolving conflict in an equitable manner. As such, this process is recognized as a non-judicial, administrative process. The employee, in implementation of the process, has the right to have another employee assist them in the presentation of a problem issue.
CONFLICT RESOLUTION PROCESS. The City and the Association encourage grievant(s) to attempt to resolve grievances through informal means. Either party to the grievance may request an informal resolution conference. The conference shall be attended by the individual grievant(s), a representative from the OPOA and the Director of Personnel or his/her designee. Said conference shall be convened within ten (10) working days of the request initiated by either party. Participation in, or refusal by either the grievant(s), the OPOA or the City to participate in the conference, as well as any evidence, discussions, documents, statement, findings, recommendations, awards, orders, or any other record of the conference, shall not be presented as evidence, nor referred to any appeal or hearing by the grievant(s), Association or the City. In the event that all parties agree, they may request the assignment of a mediator from the State Mediation and Conciliation Service to assist in the informal resolution process. No documentation regarding the Step Four (4) process shall be placed in any personnel file or other official file maintained for the purpose of making personnel decisions. While the parties are utilizing the conflict resolution process set forth in Step Four (4), the parties may agree to extend the time limits described in Section D of this Article by no more than forty-five (45) days.
CONFLICT RESOLUTION PROCESS. If disagreements emerge which cannot be resolved, the impasse shall be escalated as shown below. If other agencies are involved, personnel from equivalent organizational levels will be included in the conflict resolution process.
CONFLICT RESOLUTION PROCESS. The Parties accept the following as the process for resolving conflicts and escalations to the CEC:
1. Differing positions related to a conflict must be documented by each Party to the conflict, describe both the benefits and consequences related to the position, and the conflict must be between two or more members.
2. Due to privity regarding contracts (Section 4.3.1), the conflict resolution process does not apply in conflicts pertaining to performance under a contract with a provider.
3. Documentation related to each position must be provided to the PMO for review prior to presentation to the CEC. The PMO may request that the Parties provide additional details for clarifications. It is understood that the PMO shall not modify or redact a Party’s provided documentation prior to sharing the documentation with the CEC.
4. Upon review, for conflicts not originating with the CEC, the PMO will determine if a decision is within the limits of the authority granted to the PMO by the CEC, and if so, shall issue a ruling. A ruling by the PMO may be appealed by any party to the CEC. A party must notify the CEC in writing of its intent to appeal within ten (10) business days. If a decision is not within the limits of the authority of the PMO, granted to the PMO by the CEC, the PMO will escalate the conflict to the CEC.
5. The CEC shall review conflicts within thirty (30) days of the conflict being brought to its attention. Each Party agrees that its CEC representative will examine information pertaining to conflicts brought before the CEC in advance of any discussion held for the purpose of arriving at a resolution.
6. Each Party to the conflict will be invited and required to present their position either in person or remotely to the CEC. Failure to accept an invitation, or present their position, can result in a summary ruling against the Party. An aggrieved Party’s request to vacate a summary ruling against it shall be added to the next scheduled CEC meeting agenda following the Party’s request. A summary ruling may be vacated by majority vote of the CEC upon good cause shown.
7. Each Party may present relevant evidence to the conflict in the form of testimony by witnesses, affidavits, or documentary evidence. Relevant audio, video, or photographic evidence may be presented. Reliable hearsay may be considered by the CEC in determining good cause shown.
8. Parties agree that if the CEC determines, by majority vote, that resolution of the conflict requires an indep...
CONFLICT RESOLUTION PROCESS. Understanding that conflicts may arise, it is imperative that any issues be resolved quickly and to the satisfaction of all parties involved. As such, the following process will be followed in resolving conflicts or grievances: