Conflict Resolution
* Each individual, based on subjective interpretation of the code of conduct, is entitled to identify a violation and should do so.
* First, discuss matter one on one with accused individual give that person a chance to address request and make changes. (Do your best.)
* Confront person again if problem persists: indicate intention to table issue with group unless no resolution can be pursued in a timely manner.
* In the group setting, conflict resolution should be prioritized (e.g. as a first agenda item) when it arises. It is the group's responsibility to pro-actively work to resolve the situation.
* Each party involved should be allowed 10 minutes to state their case. The group can then decide IF/WHEN/HOW to mediate the conflict (e.g. in house vs. out source mediation), or take action to stabilize/remedy the situation.
* The group must, based on nature of the grievance, provide a time frame for evaluation of resolution success/compliance. Explicit identification of code conduct violations and steps must be taken for resolution should be made.
* If satisfactory resolution has not been achieved at the end of the evaluation period the group can require the probation of 1 or more individuals involved.
* The duration of and explicit reasons for the probation must be defined at the onset of this period.
* Post probation: revisit the reasons for the probation and expect formal commitments from returning individuals for change (e.g.. A 10-minute presentation about reflection on the process/conflict that occurred during probation.)
Hi,
Does anyone have a Volunteer Disciplinary Procedure or detailed Conflict Resolution plan that outlines how to deal with volunteers breaking bylaws/handbook rules/procedures etc. We're trying to write our bylaws and operating procedures and would like to include a process for such situations.
Thanks,
Maggie
--
Maggie Burrus-Granger
Recycle-a-Bike Program Coordinator
27 Sims Ave. Providence, RI 02909
401.273.7101
www.recycleabike.org
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