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management (we) choose to manage conthct. 't'hey are not, however, <br /> grievance in themselves: <br /> ? Conflict is a natural outgrowth of people working together. We value <br /> conflict as an opportunity to work together and solve problems. <br /> Suggestions, complaints, or grievances are not viewed as negative, but are <br /> seen as a sign of a healthy, productive organization. <br /> i <br /> ? Win-win problem solving is the best. We "get to yes" by focusing on <br /> ~ interests rather than positions, by separating people from the problem, by <br /> inventing options for mutual gain, and by using objective criteria for <br /> deciding on solutions. <br /> ? Time lines as noted in this procedure are important. They force the parties <br /> j to identify issues and to respond to them. They help the parties resolve the <br /> issues behind the conflict. Supervisors and Union stewards have the <br /> <br /> ~'i responsibility jointly to determine when it serves the interests of all <br /> concerned to renegotiate the deadline in order to focus on problem solving . <br /> or when problem solving is best accomplished within the deadlines. <br /> i <br /> ? Problem solving is best done at the level closest to the problem. This means <br /> that grievances and complaints are, ideally, resolved in the work team. We <br /> support problem solving by ensuring that Union and City organizational <br /> interests are included in the problem solving and that supervisors, stewards, <br /> and employees have all available information to assist them in solving the <br /> problem. <br /> ? Real problem solving occurs when participants are free to brainstorm, to <br /> freely discuss ideas, and to propose alternatives that might solve the <br /> problem or lead others involved in the problem solving to even better ideas. <br /> For this reason, some discussions among employees, supervisors, and Union <br /> representatives need to be considered "safe," that is, not to be construed as a <br /> commitment to a position and not to be used outside the brainstorming <br /> environment. Clear, mutual agreements about the safe discussions are to be <br /> established prior to the discussion if this option is to be used. <br /> ? Disclosure is an important element in problem solving. All parties to a <br /> grievance or complaint are to fully share information that relates to the <br /> problem at hand. The spirit of this procedure is not served when <br /> information is withheld fora "win" at a later meeting. Evidence, whether <br /> documented or developed through witnesses, is to be shared at the earliest <br /> possible time. <br /> 35.2 The City and the Union agree it is desirable to resolve problems and issues <br /> informally and with the employee(s) involved. In the event a problem <br /> ti~ <br /> <br />