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.
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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 ...
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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).
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Related to Formal Conflict Resolution Process

  • Conflict Resolution The Parties agree to resolve issues that may arise in the course of this partnership and shall act reasonably and in good faith in the event a conflict or disagreement should arise in the interpretation or implementation of the obligation, terms, and/or responsibilities of the Parties to this Agreement. Throughout the conflict resolution process it is important to balance the need to be responsive to the District’s instructional needs as well as the College’s responsibility to provide a quality dual credit program while also maintaining accreditation. Conflicts should be resolved at the lowest level possible with an understanding that, if no agreement is reached, there is a procedure for advancing the conflict through each Party’s organization. The key approach will be to maintain communications with early discussion sought on issues/conflicts and solutions summarized in writing after each discussion. In order to be collaborative, the College must be able to communicate with the administrators on campus in which the dual credit students/programs are present. Each Party shall designate an administrative liaison for the purpose of resolving concerns at both the campus (liaison must be Principal or other designated campus administrator) and College level (Director, Dual Credit Programs). If a resolution is not found at that initial level, the conflict resolution process shall move to a designated District level administrator (such as a District Director or Assistant Superintendent of Instruction) and a designated College level administrator (Director, Prospective Student Relations and Enrollment Management). If the conflict continues then the process shall proceed to the District Superintendent and the Vice Chancellor, Student Affairs of the College. If a resolution is not found through those initial levels, a request may be made that the matter be handled through the Parties’ respective legal counsel.

  • Disputes Resolution Procedure 11.1 A major objective of this Agreement is to eliminate lost time and/or production arising out of disputes or grievances. The Parties to this Agreement are committed to complying with the terms of this procedure.

  • Resolution Procedure a. Step 1 i. The complainant, if comfortable with that approach, may choose to speak to or correspond directly with the alleged harasser to express their feelings about the situation. ii. Before proceeding to Step 2, the complainant may approach their administrative officer, staff rep or other contact person to discuss potential means of resolving the complaint and to request assistance in resolving the matter. If the matter is resolved to the complainant's satisfaction the matter is deemed to be resolved. Refer to Article E.

  • ERROR RESOLUTION NOTICE In Case of Errors or Questions About Your Electronic Transfers, Call or Write us at the telephone number or address listed in this disclosure, as soon as you can, if you think your statement or receipt is wrong or if you need more information about a transfer listed on the statement or receipt. We must hear from you no later than 60 days after we sent the FIRST statement on which the problem or error appeared.

  • Problem Resolution The parties shall meet and attempt to resolve all disputes and differences that may arise between the parties hereto concerning construction, interpretation, performance, operations, or breach of the matters referred to in this Agreement prior to seeking any legal remedy.