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. 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. 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. Right to Mediation. If conflict remains unresolved, the OSE Board of Directors shall function as the Conflict Resolution Board, and may be invoked for a resolution. 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 no later than 2 weeks after the grievance has been filed, if necessary. Parties to the conflict shall submit themselves to a request for further information by the Board. 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.
5. 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, or other models.