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Santa Ana Family Justice Center <br />Conflict Resolution Policy <br />Attachment A <br />Conflict at the workplace is normal and should be anticipated. Our challenge is to resolve conflict at the <br />earliest possible time and at the lowest possible level. An effective conflict resolution process honors the <br />confidentiality of all parties involved and addresses everyone's concern in a thoughtful and respectful <br />manner. Our intent is to provide an environment where individuals can feel safe to talk to each other <br />(instead of about each other), promote collaboration as we learn how to work together and develop <br />creative solutions to problems that mutually benefit everyone involved. Below are some suggested <br />guidelines: <br />❑ Address the concern directly with the person in a private setting. ' Pj <br />❑ Address the issue as soon as you have had an opportunity to analyze the situation. Be empathetic. <br />Place yourself in the other party's shoes and try to see the situation from another perspective. Meet at a <br />time when you are not angry or upset. IILI <br />❑ Look for an opportunity to find a mutually beneficial resolution. Consider what options are <br />available to resolve the conflict in a way that will enhance the professional relationship between you and <br />the other party as well as maintain a harmonious workplace environment. sEPj <br />❑ Brainstorm with the other party and try to come up with as many solutions as you can and then <br />evaluate each of the options and choose the one that will be most beneficial to both parties. Remember: <br />a solution that benefits only one party simply prolongs the conflict and may simmer for a while and lead <br />to other conflicts. IILI <br />LP <br />❑ Be open to feedback and make every effort to respond in a positive, calm manner. sEP�If the issue <br />cannot be resolved with the individual directly, don't give up. Ask the party to bring the matter to a <br />neutral, appropriate, and confidential third party or discuss the matter with the individual's supervisor. <br />Remember: do not discuss personal conflicts with others at the SAFJC. Rumors and gossip will only <br />aggravate the problem. sEP,When differences cannot be resolved through informal discussions, the SAFJC <br />will provide a formal and neutral review procedurg to facilitate the resolution process. All formal <br />complaints shall be in writing and submitted to the SAFJC Director within 30 days of the conflict. The <br />complaint should state what happened and what steps were taken to resolve the matter. The SAFJC <br />Director will conduct a fact-finding and meet with all the parties concerned in an effort to resolve the <br />matter. ",SE' <br />DATE <br />K16y <br />