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The Council’s problem-solving process recognizes
that each case features unique circumstances, characteristics and
personalities, and presents peculiar challenges. The ability to
tailor its process to each case is one of the Council’s greatest
strengths and distinguishes it from most other processes for resolving
employee concerns. These are the typical steps that occur:
1. Employee contacts the Council regarding a workplace issue.
2. A Council or staff
member listens to the employee in confidence,
provides additional information about the resolution process, and
determines if the Council is an appropriate channel for the concern.
3. The full Council is briefed (without
learning the identity of the employee) and determines whether to
take the case.
4. Once the case is
accepted, a Memorandum
of Understanding is signed by the
employee, participating company and Council to demonstrate commitment
to the process.
5. A Council subcommittee, which includes advocacy, company and
neutral members, meets with the employee to conduct a full
briefing.
6. The subcommittee arranges and conducts interviews, collects
and examines data and documents.
7. The subcommittee
analyzes the situation and presents preliminary
conclusions to the full Council, along with initial suggestions
for how the situation could be resolved.
8. The Council conducts a comprehensive
review, deliberates and
arrives at a resolution by consensus.
9. The Council briefs the employee and the company on the proposed
resolution, to be sure that no crucial factors have been missed.
10. The Council presents
its decision to the employee and the
president of the affected company who presumptively will implement
the recommendations. (The employee has the option to reject the
recommended resolution and pursue other avenues.)
11. The resolution is normally implemented within 30 days.
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