Resolution Committee - Revision history

Laurel: removed general HR category

2011-07-20T17:12:05Z

removed general HR category

Rfs at 00:53, 11 September 2009

2009-09-11T00:53:48Z

Rfs at 23:34, 26 August 2009

2009-08-26T23:34:33Z

Rfs at 23:31, 26 August 2009

2009-08-26T23:31:11Z

Ali: incorporated some of Tony's feedback (see discussion page)

2009-08-05T17:53:25Z

incorporated some of Tony's feedback (see discussion page)

Rfs: reverting language change

2009-07-15T18:02:12Z

reverting language change

Ali: moved comments to discussion page

2009-07-15T17:49:06Z

moved comments to discussion page

Rfs at 00:55, 7 January 2006

2006-01-07T00:55:07Z

Rfs at 00:46, 7 January 2006

2006-01-07T00:46:04Z

Rfs at 00:38, 7 January 2006

2006-01-07T00:38:38Z

← Older revision		Revision as of 17:12, 20 July 2011
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	[[Category: Policy]]		[[Category: Policy]]
−	~~[[Category: HR]]~~

← Older revision		Revision as of 00:53, 11 September 2009
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−	{{~~policy in development~~}}	+	{{Policy Header
		+	\| PolicyName = Resolution Committee
		+	\| notes = Defines resolution committee
		+	}}
		+
		+	''This was developed over several years and finally agreed to at a staff meeting on [http://lists.freegeek.org/pipermail/minutes/2009-September/000773.html September 4, 2009].''

	# A resolution committee (RC) is composed of members of the staff collective selected by the Human Resources committee (HR) when a problem or group of related problems involving a staff member arises and reach(es) a critical level.		# A resolution committee (RC) is composed of members of the staff collective selected by the Human Resources committee (HR) when a problem or group of related problems involving a staff member arises and reach(es) a critical level.

@@ Line 6: / Line 6: @@
 #** The staff collective discusses, and approves, these recommendations.
 # An RC is always created within the framework of any current grievance and [[Staff Discipline Policy|discipline policy]] as agreed to by the staff collective. This policy is not outlined here, but must be followed by the RC. (This would include documentation of incidents, warnings, meeting professional goals, etc.)
-# An RC is charged with the task of resolving the problem(s). The RC's first duty is to specify the scope of the problem(s) and communicate that to the staff collective and any others are likely to be directly affected by the problem. The staff collective should raise any concerns, including changes in scope and the appropriateness of the RC's formation at the first available opportunity. The staff collective may require the HR to dissolve the RC, re-form it, or adjust its scope.
+# An RC is charged with the task of resolving the problem(s). The RC's first duty is to specify the scope of the problem(s) and communicate that to the staff collective and any others are likely to be directly affected by the problem. The staff collective should raise any concerns, including changes in scope and the appropriateness of the RC's formation at the first available opportunity. The staff collective may require the HR committee to dissolve the RC, re-form it, or adjust its scope.
 # An RC is empowered to communicate with all other groups, committees, and individuals at Free Geek for the purpose of investigating the problems within its defined scope.
 # An RC must propose a recommended strategy for resolving the problem as quickly as possible and in the best interests of Free Geek as a whole. This strategy should be outlined in specific steps that can be implemented to address the problem.

@@ Line 5: / Line 5: @@
 #** HR committee recommends that a Resolution Committee be set up and suggests the committee's make-up; HR also suggests the scope of the Resolution Committee.
 #** The staff collective discusses, and approves, these recommendations.
-# An RC is always created within the framework of the current grievance and discipline policy as agreed to by the staff collective. This policy is not outlined here, but must be followed by the RC. (This would include documentation of incidents, warnings, meeting professional goals, etc.)
+# An RC is always created within the framework of any current grievance and [[Staff Discipline Policy|discipline policy]] as agreed to by the staff collective. This policy is not outlined here, but must be followed by the RC. (This would include documentation of incidents, warnings, meeting professional goals, etc.)
 # An RC is charged with the task of resolving the problem(s). The RC's first duty is to specify the scope of the problem(s) and communicate that to the staff collective and any others are likely to be directly affected by the problem. The staff collective should raise any concerns, including changes in scope and the appropriateness of the RC's formation at the first available opportunity. The staff collective may require the HR to dissolve the RC, re-form it, or adjust its scope.
 # An RC is empowered to communicate with all other groups, committees, and individuals at Free Geek for the purpose of investigating the problems within its defined scope.

@@ Line 4: / Line 4: @@
 #* The procedure for establishing a Resolution Committee:
 #** HR committee recommends that a Resolution Committee be set up and suggests the committee's make-up; HR also suggests the scope of the Resolution Committee.
-#** The staff collective discusses these recommendations and approves them or something.
+#** The staff collective discusses, and approves, these recommendations.
 # An RC is always created within the framework of the current grievance and discipline policy as agreed to by the staff collective. This policy is not outlined here, but must be followed by the RC. (This would include documentation of incidents, warnings, meeting professional goals, etc.)
 # An RC is charged with the task of resolving the problem(s). The RC's first duty is to specify the scope of the problem(s) and communicate that to the staff collective and any others are likely to be directly affected by the problem. The staff collective should raise any concerns, including changes in scope and the appropriateness of the RC's formation at the first available opportunity. The staff collective may require the HR to dissolve the RC, re-form it, or adjust its scope.
@@ Line 10: / Line 10: @@
 # An RC must propose a recommended strategy for resolving the problem as quickly as possible and in the best interests of Free Geek as a whole. This strategy should be outlined in specific steps that can be implemented to address the problem.
 # The RC may put items on agendas of any group at Free Geek in order to bring the problem(s) to resolution. These items should be dealt with by those groups as items with a high degree of importance.
-# An RC may recommend to the staff collective that a staff member be terminated. In this case, the reason for termination must be specifically described and the decision must be considered by the whole staff collective. The person under consideration for termination must be able to speak, but is not allowed to block the decision of the larger group. The person under consideration for termination may choose a representative, either a third party or another member of the staff collective to speak on his or her behalf as well.
+# An RC may recommend to the staff collective that a staff member be terminated, removed from the collective, and/or change his/her employment status at Free Geek. In the case of termination, the reason for termination must be specifically described and the decision must be considered by the whole staff collective. The person under consideration for termination must be able to speak, but is not allowed to block the decision of the larger group. The person under consideration for termination may choose a representative, either a third party or another member of the staff collective to speak on his or her behalf as well.
 # An RC must report on its findings in writing to the staff collective and any others are likely to be directly affected by the problem.
 # An RC is automatically dissolved when its recommended strategy is proposed, items have been placed on the appropriate groups' agendas, and its written report has been provided to the staff collective.

@@ Line 12: / Line 12: @@
 # An RC may recommend to the staff collective that a staff member be terminated. In this case, the reason for termination must be specifically described and the decision must be considered by the whole staff collective. The person under consideration for termination must be able to speak, but is not allowed to block the decision of the larger group. The person under consideration for termination may choose a representative, either a third party or another member of the staff collective to speak on his or her behalf as well.
 # An RC must report on its findings in writing to the staff collective and any others are likely to be directly affected by the problem.
-# An RC may be dissolved when its recommended strategy is proposed, items have been placed on the appropriate groups' agendas, and its written report has been provided to the staff collective OR when the Resolution Committee believes it should be dissolved.
+# An RC is automatically dissolved when its recommended strategy is proposed, items have been placed on the appropriate groups' agendas, and its written report has been provided to the staff collective.
 [[Category: Policy]]
 [[Category: HR]]

← Older revision		Revision as of 00:46, 7 January 2006
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	[[Category: Policy]]		[[Category: Policy]]
		+	[[Category: HR]]

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 Here are my initial thoughts on how a resolution committee could work.
 These are off the top of my head, may be incomplete, and I reserve the
@@ Line 61: / Line 63: @@
 (What if the issue happens again? New RC?  Perhaps it dissolves after a set
 amount of time? -- Shawn)