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CONFLICT RESOLUTION POLICY <br />SAFJC's goal is to resolve conflict at the earliest possible time and at the lowest possible level. <br />An effective conflict resolution process honors the confidentiality of all parties involved and <br />addresses everyone's concern in a thoughtful and respectful manner. Our intent is to provide an <br />environment where individuals can feel safe to talk to each other (instead of about each other), <br />promote collaboration as we learn how to work together and develop creative solutions to problems <br />that mutually benefit everyone involved. Below are some suggested guidelines for conflict <br />resolution: <br />❑ Address the concerti directly with the person in a private setting. `sV?l <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. 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 <br />you and the other party as well as maintain a harmonious workplace environment. sLpll <br />❑ Brainstorm with the other party and try to come up with as many solutions as you can and <br />then evaluate each of the options and choose the one that will be most beneficial to both parties. <br />Remember that a solution that benefits only one party simply prolongs the conflict and may simmer <br />for a while and lead to other conflicts. sEPI <br />❑ Be open to feedback and make every effort to respond in a positive, calm manner. sEPllf the <br />issue catuiot be resolved with the individual directly, don't give up. Ask the party to bring the <br />matter to a neutral, appropriate, and confidential third party or discuss the matter with the <br />individual's supervisor. Remember not to discuss personal conflicts with others at the SAFJC. <br />Rumors and gossip will only aggravate the problem. sEPwhen differences cannot be resolved <br />through informal discussions, the SAFJC will provide a formal and neutral review procedure to <br />facilitate the resolution process. All formal complaints shall be in writing and submitted to the <br />SAFJC Director within 30 days of the conflict. The complaint should state what happened and <br />what steps were taken to resolve the matter. The SAFJC Director will conduct a fact-finding and <br />meet with all the parties concerned in an effort to resolve the matter. ci <br />NEI <br />