No matter how much you try to maintain a peaceful and conducive work environment, it is nearly impossible to eliminate conflicts at work. But, they should not overwhelm you.
There are many methods to solve work disputes, and the choice depends on the conflicting parties. One is arbitration, which involves creating a binding agreement with a third party. Littleton Alternative Dispute Resolution, Inc. notes using a union arbitration process will take you less time, and is relatively cheaper than going to a court of law to resolve workplace conflicts.
But what does the arbitration process entail? Regardless of the type of conflict and the duration of conflict resolution, the arbitration process takes three stages.
In this stage, the union representatives and the management consult an arbitrator, and, together, present their concerns. They, however, should have evidence as back-up. The short briefing informs the arbitrator of the issue at hand for him or her to get an idea of the conflict to find the best way to resolve the dispute.
At this point, the conflicting parties meet in the presence of the arbitrator. Individual parties present the conflict from their side. Any claim of injustice should have evidence to verify its authenticity. It is also common for the conflicting parties to accompany witnesses to validate their case.
Post-hearing takes place on a later date after the arbitration hearing. The arbitrator makes a final decision after carefully considering the issue, the statement of facts, the discussion, and position of conflicting parties before making a final decision.
Arbitration has been around for a while, and it has been successful in solving conflicts in different situations, although it is more of a cooperative than an adversarial process. So, if you are having disputes at your workplace, you can consider following a union arbitration process as a means to resolve conflict most peaceably.