Dispute Resolution Procedures

To facilitate the use of the Program for these purposes, HRM Generalists will be available to perform various and distinct functions. First, the HRM Generalist will serve as the initial point of contact for persons seeking to use the Program's resources and will provide guidance about what dispute resolution alternative may work best to settle a particular dispute. Second, the HRM Generalist will be available to advise parties about the different dispute resolution techniques available through mediation (for example, one-to-one meetings between two people to discuss personal differences affecting a work relationship, or group discussions to evaluate issues affecting an entire work unit).

  • As a first step, complainants should try to resolve problems and complaints by contacting their immediate supervisor. This initial contact should be made within ten (10) working days from the occurrence of a problem. The supervisor or department head should then arrange a meeting with the complainant, and all concerned should make a good faith effort to resolve the problem. The HRM Generalist will be available to assist in these initial efforts to resolve disputes.
  • If the dispute cannot be resolved through the efforts outlined above, the parties may be referred to the HRM Generalist to discuss whether mediation is an appropriate means for resolving the dispute. Mediation is a process that helps people resolve disputes for themselves in a mutually acceptable way in which everyone involved in the dispute meets with one or more trained mediators. In a private setting, the mediator provides an orderly, simple process for the parties to discuss their dispute along with their feelings, perceptions and needs. The goal is to begin communication and move towards resolving the dispute in a manner agreeable to all.
  • If the parties are unable to informally resolve the dispute, they do not wish to pursue mediation or are unsuccessful in resolving the dispute through mediation, the HRM Generalist will advise the person raising the dispute of what other resources may be available, if any.

Prohibition of Retaliation: Any attempt to intimidate or retaliate against a person for raising an issue or participating in dispute resolution under this policy is strictly forbidden. Any person who makes such an attempt will be subject to disciplinary action, up to and including separation from employment.