AFGE's Conflict Resolution Program: Situations Appropriate for Conflict Resolution
Issues between individual members and between collective members and local leadership that involve differences of opinion related to ideas, roles, responsibilities and work styles are appropriate for Conflict Resolution. Situations dealing with transitions of leadership, mistrust, and lack of inclusion are also deemed appropriate. Such as:
- Unclear roles and responsibilities between the leadership; including the Chief Steward, President, and Executive Board.
- Unclear roles and tasks within the Executive Board, particularly when elected positions are vacant.
- Transitions between leadership; particularly when a partial “new slate” is elected.
- Refusal of elected board members to follow the desires of the membership. For example, when votes are not carried out.
- Differences between the Treasurer and President regarding financial expenditures and procedures; including decisions related to spending of funds and review of local budgets.
- Leaders who don’t delegate, non-compliance with the constitution, different work styles.
- Inability of a Council to agree on issues/points of view related to public policy.
- Differences of opinion related to verbal or written communication (perception issues).
- Helping to bring in members who feel left out of participating in activities/leadership.
- Dealing with feelings of discrimination within the Board and between Board and members (related to race and gender).
- Issues of trust between members and stewards. For example, when a steward talks to a supervisor without the consent of a member.
- Mistrust that occurs when members want to see “proof” and an officer indicates, “I don’t have to show you that”.
- Other situations may be considered appropriate for conflict resolution.