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A6-3 Conflict Resolution Policy

Page history last edited by Bonnyville Baptist Church 5 years, 7 months ago

DATE

Jan 2012

Organizational Policies

Reference

A6-3

REVIEWED/REVISED

 

Conflict Resolution Policy

Approved By

Board

 

SECTION ONE:   PURPOSE

 

The purpose of this policy is to provide an agreed upon process for resolving conflicts.   It is taken from the Board’s Governance Manual C1.1.10. 

                                                                                               

SECTION TWO: POLICY

 

The board shall follow the guidelines for conflict resolution contained in Matthew 18:15-17 and 1 Corthians 6:1-8 . Thus, the principles of any conflict resolution process shall include the following:

  • A forgiving spirit on the board’s part will be the foundation of any conflict resolution process;

  • Begin with direct negotiation and proceed to mediation and arbitration as required

  • Be fair and transparent and shall seek to uphold the dignity of all persons;

 

Seek justice first and reconciliation second, recognizing that justice is necessary in order to achieve reconciliation.

 

 

SECTION THREE:   PROCEDURE

 

1.    In cases where the board is one of the parties in the conflict (i.e. conflicts within the board or between the board and persons or groups within the church (members/staff/volunteers), or between the board and persons or groups outside the church), the board shall attempt to negotiate the conflict. Should those efforts fail, the board shall seek to resolve the conflict through mediation before submitting the conflict to arbitration.

 

2.    In cases where the board is not one of the parties in the conflict but is being asked to arbitrate the conflict (i.e. conflicts between persons or groups within the church or conflicts between persons or groups within the church and persons or groups outside the church), the board shall not become involved until all efforts at negotiation and mediation (whether described in policy or not) have been exhausted.

 

Where those efforts have failed and the board has agreed to be the arbiter in the conflict, the following components shall be part of the board process:

  • The person or group making the allegation(s) shall be identified;

  • The person or group to whom the allegation(s) is/are directed shall be identified;

  • The allegation(s) shall be made in writing to avoid assumptions or misperceptions, hearsay or irresponsible criticism;

  • The allegation(s) shall be accompanied by information that supports the allegation(s);

  • Both the allegation(s) and the supporting information shall be shared with the person(s) or group to whom the allegation(s) are directed;

  • At the discretion of the board the allegation(s) shall be presented to the board in the presence of the person(s) or group to whom they refer;

  • The person(s) or group to whom the allegation is directed shall have an opportunity to request additional information in writing and respond to the allegation(s) in the presence of the person(s) bringing them;

  • The board shall have an opportunity to ask both parties for clarification or information;

  • The board may meet in camera to consider the conflict. New information may not be considered in the in camera session;

  • The board shall report its decision to both parties in writing.

  • Under exceptional circumstances (e.g. sexual harassment , fraud) there may be delays in the conflict resolution process to allow for external investigation.

 

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