HREI COMMITTEE MEDIATION
TOOLKIT Members should be mindful and make themselves aware of the City of Toronto policies as they relate to their responsibilities to help foster and maintain positive and professional working environments across all Divisions in TFS. By demonstrating respect for each other, by keeping the lines of communication open, and by recognizing that everyone will process things differently, there is no reason why we cannot continue to work harmoniously together. Members are strongly encouraged to contact a member of the Human Relations and Equity Initiatives (HREI) Committee when situations arise in workplaces that could benefit from unbiased assistance, to help members work through strategies to return working environments to a condition where all parties feel comfortable. The following information is intended to provide a better picture of what to expect when someone considers filing an HR complaint against a co-worker or co-workers. Parties could create their own document with notes and facts about their complaint. For example, these notes could include names, dates and locations and any other pertinent information. This is not a legal document that will be submitted, but it can serve as a reference point for members during the HREI mediation process and/or TFS Staff Services Division (SSD) process.
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1. You will be advised that, at any time, it is your right to file a formal complaint via the City of Toronto process. 2. You will be asked to describe/explain your concern. 3. You will be asked if you believe that there would be a benefit for a mediation between you and the other member(s). 4. A meeting will be arranged at your work location. People you can expect to be in attendance beyond you and the other member are a minimum of one HREI representative and your District Chief. Note: Your HREI Committee representatives are in attendance as neutral parties who are involved to help facilitate a constructive dialogue, help identify areas of concern and to help promote dialogue to find resolves. The DC will be engaged to help provide a level of support for the members as their highest level of supervision within the chain of command (within the bargaining unit). The HREI members and the DC will meet with each of the parties (complainant and respondent) where the following might occur: a) It will be explained that the meetings are meant to provide an opportunity for each party to express their position/concern, to find common ground regarding each other’s position/concern, and hopefully arrive at a position where each member can put things behind them and move forward in a professional manner so that the parties can work together. b) Beginning with the complainant and followed by the other parties, separate meetings will be facilitated. c) When both parties are agreeable, a meeting of all affected parties will be held to help the members discuss their situation, take ownership of their role in the disagreement, indicate how each is going to modify their behaviour to help reduce tensions and to put the members in a position to be able to work together. This is the desired outcome.
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