Conflict Resolution

OSE Conflict Resolution

OSE takes conflict resolution as an opportunity, and we treat this opportunity seriously. Conflict is inevitable and it helps the organization to grow - if that conflict is resolved in a timely and constructive way. When a conflict arises, the two parties involved are required to either work it out directly, by mediation or by conciliation.

The first step is always to review existing contracts and policies, which resolve many issues without need for further action. Written contracts trump any controversy. Therefore, make sure that you understand the contract before signing on to it. If no written contract exists, then the Conflict Resolution Board may step in if both parties cannot work the issue out.

Mediation by the OSE Conflict Resolution Board is the next step. If both parties do not agree to this measure, then a case may be pursued by Binding Arbitration or in the legal system.

Both parties reserve the right to closure. If either party does not gain sufficient closure, then that party has to the right to pursue such closure. This is to prevent any unclarity or ill feeling from lingering in an affected situation - to protect the interests of both parties. This procedure intends to invoking a more neutral and professional 3rd party to intervene and settle the issue in an honorable way. Closure between the parties is deemed upon both parties claiming so, or by closure being enforced via mediation that follows an attempt at direct resolution

Here are our guidelines:

1. Preventive measures. All contracts and engagements between OSE and other parties shall include a "Conflict Resolution" section outlining potential breakdowns and resolutions in those cases.
2. Right to closure. If two people have a disagreement, the two parties involved are required to work it out between themselves. 'Working it out' means coming to terms where a healthy and positive working/living relationship can be had between the people.
3. Right to Direct Resolution. Two conflicted parties are encouraged to work directly with one another as the first step in conflict resolution.
4. Mediation via Nonviolent Communication. It can be a good practice on Mediation for the first meeting to establish general guidelines and boundaries to support the two people. The meetings can be conducted using a menu of conflict resolution tools such as Process Dialoguing, Nonviolent Communication (NVC), or other models. As a first step to mediation, the parties in conflict must agree to a good faith effort at resolution via a third party mediator - using NVC or similar technique. OSE shall appoint a third party mediator in this case. If the case is not resolved, there are two options to settle: Right to Mediation or Binding Arbitration. At this step, the choice between Rigth to Mediation and Binding Arbitration is made by the party seeking closure.
5. Right to Mediation. If conflict remains unresolved, a Quorum of the OSE Board of Directors shall function towards conflict resolution closure. To invoke the OSE Board, the ED must be contacted in writing by the grieving party - stating the nature of the grievance and the remedy sought. A special meeting must be held by a quorum of the Board as soon as quorum is established. Parties to the conflict shall submit themselves to a request for further information by the Board, and must respond to any requests within a 24 hour period. The Parties shall submit their information in writing, or by phone, or in person as directed by the Board. Decisions of the Board are binding and final. If the Board decides that it does not qualify for the task of conflict resolution, it may invoke mediation by a neutral third party, or other means at its disposal.
6. Binding Arbitration. If the party seeking closure chooses Binding Arbitration, the formal Binding Arbitration process is invoked. In this case, both parties cover the costs involved in a 50/50 share.