Internal Conflict Resolution Policy for CPSA Affiliates

Preamble

Conflict, good or bad is an inevitable occurrence in group dynamics. Conflict that is effectively managed, can lead to innovation and creativity which ultimately improves the function of the organization.

 In spite of people involved in organizations having the most honourable intentions, differences in values, personalities, goals and lack of skills in human relations, cause conflicts that leads to disunity and dysfunction. Conflicts that lead to negative outcomes are also a challenge confronting Trade Unions. The challenge for trade union leaders is to seek to mitigate the harmful effects and resolve issues in a prompt and professional manner. Failure to do so could result in division and distrust among colleagues/comrades and even worse, a diminishing sense of solidarity and the erosion of confidence among the leadership and membership of individual trade unions.

POLICY

Emanating out of the Caribbean Public Services Association (CPSA) 47th annual conference was a decision to develop a policy for conflict resolution within affiliate unions, involving intervention from the CPSA if required. The following approach is adopted for addressing conflicts within these affiliates.

 

  • Individual unions shall adopt an internal policy for confronting potential conflicts.
  • Executive members and management should make every effort to prevent any conflict from escalating to the point where it becomes an issue in the public domain and worsens.
  • If or when conflicts arise, aggrieved parties and the Union’s Management should be cognizant of any constitutional provisions relating to discipline and conflict resolution and where such provisions exist apply them justly and dispassionately.
  • The principles of fairness and natural justice must be observed in dealing with conflict. This means that the aggrieved party or parties shall be given the opportunity to formally lodge complaints to the appropriate authority and to be afforded the right to be heard at the earliest available opportunity. Likewise any person(s) against whom an allegation is made, should be afforded the same rights in their defense.

 

In the absence of Constitutional provision the Executive shall appoint an ad hoc committee, with clear ToRs, comprising no more than five members approved by all parties involved. Where the President is one of the parties involved in the Conflict is the, and refuses to act in accordance with the constitution or this policy, then meetings shall be convened by the Vice President on the request of any three executive members.

 

Where the parties have failed to arrive at a consensus on the composition of members of the Committee, the highest authority within the organization should endorse the appointment. Ideally a Standing Conflict Resolution Committee should be instituted at a general or special meeting of the union membership. At least one member of the Executive shall be selected to that committee. In the event that the allegation or complaint is made against a member of the Executive, that member shall recuse him/herself and be replaced by another person approved by aggrieved parties.

 

If the union is unable to resolve the conflict at their level, the matter shall be referred to the CPSA as soon as is reasonably possible.

 

The CPSA upon becoming aware of a conflict within any of its affiliate shall have the authority to make enquiries as to the nature of the problem and to request any information which may assist in finding a resolution.

 

The CPSA, if not invited to mediate, may offer to do so.

 

Once its offer is accepted, the CPSA Secretariat shall take steps and measures to assist in reasonable time. Such measures could include the appointment or activation of a Conflict Resolution Committee comprising of no less than 3 three members including the CPSA General Secretary and two other Executive members providing that there is no conflict of interest with any member of the Committee. The recommendations emanating out of the investigation shall be forwarded within two (2) weeks to the affiliate who shall endeavor to have it implemented in reasonable time.

 

During any investigation appointed officials should refrain from providing the media with information which might be considered injurious or prejudicial to the outcome of the investigation.

 

In the event that any of the parties is dissatisfied with the recommendations or outcome of the investigation, the CPSA Secretariat should be advised as to what alternative action is being contemplated. The Secretariat may submit further recommendations or arrange, at the expense of the union/affiliate, to meet in conference with the affected parties.

 

In the spirit of trade union unity and solidarity, going to court should only be pursued as a very last option.

 

(2017)