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CONFLICT RESOLUTION POLICY <br />Conflict at the workplace is normal and should be anticipated. Our challenge is to resolve <br />conflict at the earliest possible time and at the lowest possible level. An effective conflict <br />resolution process honors the confidentiality of all parties involved and addresses everyone's <br />concern in a thoughtful and respectful manner. Our intent is to provide an environment where <br />individuals can feel safe to talk to each other (instead of about each other), promote collaboration <br />as we learn how to work together and develop creative solutions to problems that mutually <br />benefit everyone involved. Below are some suggested guidelines: <br />Address the concern directly with the person in a private setting. <br />Address the issue as soon as you have had an opportunity to analyze the situation. Be <br />empathetic. Place yourself in the other party's shoes and try to see the situation from another <br />perspective. Meet at a time when you are not angry or upset. <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 <br />you and the other party as well as maintain a harmonious workplace environment. <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. <br />Remember: a solution that benefits only one party simply prolongs the conflict and may simmer <br />for a while and lead to other conflicts. <br />Be open to feedback and make every effort to respond in a positive, calm manner. If the issue <br />cannot be resolved with the individual directly, don't give up. Ask the party to bring the matter <br />to a neutral, appropriate, and confidential third party or discuss the matter with the individual's <br />supervisor. Remember: do not discuss personal conflicts with others at the SAFJC. Rumors and <br />gossip will only aggravate the problem. When differences cannot be resolved through informal <br />discussions, the SAFJC will provide a formal and neutral review procedure to facilitate the <br />resolution process. All formal complaints shall be in writing and submitted to the SAFJC <br />Director within 30 days of the conflict. The complaint should state what happened and what <br />steps were taken to resolve the matter. The SAFJC Director will conduct a fact-finding and meet <br />with all the parties concerned in an effort to resolve the matter. <br />7R <br />