## Purpose Disagreements in groups are par for the course. But ignoring conflicts, or managing them poorly, can deeply harm individuals and our whole community. Addressing conflict head-on is ***a way of caring for each other***. Our policies and procedures around conduct and conflict are the tools we rely on to prevent harm and intervene early when things go wrong. This policy aims to offer a straightforward, consistently enforced, and transparent approach to resolving conflicts and disputes. These issues could emerge in relation to Baby Ghosts' programs, governance, or the actions of its staff or directors. ## Who does this policy apply to? Staff and community members must comply with the Baby Ghosts Conflict Resolution Policy and related by-laws and policies as a condition of employment, investment, or participation. Failure to cooperate may result in termination. ## What policy should be used? | **Who Can File** | **Type of Complaint** | **Policy Reference** | **Additional Notes** | | --------------------------------- | -------------------------------------------------------------------------------------- | -------------------------------------------- | -------------------------------------------------------- | | Directors, staff, members | Informal complaints of unacceptable behaviour | [[Code of Conduct]] | | | Directors, staff, members | An interpersonal problem or dispute that is not a violation of the [[Code of Conduct]] | This policy | | | Directors, staff, members, public | Conflict of interest | [[Conflict of Interest Policy]] | Addressed alongside the organization's specific policy | | Staff | Interpersonal issues | [[HR Policy]], contact: ED | Used with HR guidelines | | Staff | Compensation, performance, HR issues | [[HR Policy]], contact: ED | Directly through HR procedures | | Any party | Harassment or discrimination (OHRC) | [[Code of Conduct]] | May also pursue through Human Rights Tribunal of Ontario | | Any party | OHSA-related harassment/violence | [[Workplace Harassment and Violence Policy]] | - | | Directors, members, staff | Disputes with external organizations | - | Resolved per agreement's dispute resolution clause | | Directors, members, staff | Non-compliance with conflict resolution | This policy | Non-cooperation may lead to disciplinary actions | ## Guiding principles - Our [[Values]] apply in every interaction. - Our skills and resources will be developed and used to resolve conflicts in a way that is [[Loving Justice]]–based whenever possible. - All parties to a complaint will *actively participate* and strive to achieve a *collaborative* outcome at the earliest possible stage of the process. - Information about a complaint will only be given to parties directly involved, [[Conflict Resolution Committee]] Committee members, and others on a need-to-know basis as determined by the committee. - The parties will be provided with clear and understandable reasons for complaint decisions. All parties will be provided with updates during the review process. - Complaints will be dealt with promptly and resolved as quickly as possible. - Review of complaints will be fair, impartial, and respectful, allowing all parties to have their perspectives heard. - The review of complaints will be thorough and as detailed as possible based on the information provided by the parties. - The process will be accessible and clearly communicated to members. This process is Baby Ghosts' responsibility. Members have the right to request a mediator if required. ## Definitions - **Conflict** and **dispute** are ongoing experiences of tension and misunderstandings, often leading to interpersonal discord. These terms are used interchangeably. - The [[Conflict Resolution Committee]] is a standing committee of the Board to which unresolved formal complaints are sent for review and recommendations. The Co-EDs sit ex-officio on the committee unless restricted per the responsible contact people tables. The committee will designate a staff liaison for the purpose of serving as a responsible contact person. - A **complainant** is the individual lodging a complaint against another related individual, policy, or practice. - The **Internal Advisor** is the Board-appointed mediator who facilitates the conflict resolution process. They work to achieve a satisfactory solution by acting as an intermediary and convening authority. The Board appoints one or more Internal Advisors annually from the Board, staff, or general membership based on their training, experience, and neutrality. - A **respondent** is an individual against whom a complaint has been made, and/or someone responsible for the policy or activity complained about. - **Responsible contact people (RCP)** are those who are accountable for assisting in conflict resolution and addressing formal complaints. They do not act as advocates for any party in the conflict. Their role is a neutral implementer of the policy. The assignments for this role are listed in the [[Conflict Resolution Procedures]]. - **Support people** are individuals not connected to the conflicts or disputes being addressed, which either the complainant or respondent may choose to have in attendance at mediation meetings. ## Responsibility for implementation This policy acknowledges and respects the governance structure of Baby Ghosts, which states that the Co-Executive Directors are responsible for operations and activities, while the Board of Directors is responsible for matters related to board policy, decisions, activities, and governance. ## Procedures Please see [[Code of Conduct Procedures]] or [[Conflict Resolution Procedures]]. - - -