Run: Conflict Resolution Policy

This policy establishes a clear, fair, and respectful process for resolving workplace conflicts. The goal is to address concerns early, encourage good-faith communication, and reduce disruption to employees and operations while preserving rights protected by applicable law.

This policy applies to all employees, managers, supervisors, and HR personnel. It covers conflicts between coworkers, between employees and supervisors, and other workplace disputes that affect work performance, conduct, or team functioning. It does not limit any employee's rights under the NLRA Section 7 to engage in protected concerted activity, or rights under anti-discrimination, leave, or accommodation laws.

Key terms used in this policy are defined in the Definitions section of this template. Additional terms may be added as needed to reflect company-specific processes or local legal requirements.

Employees are expected to address conflicts promptly, professionally, and in good faith. When appropriate, employees should first attempt to resolve issues directly through respectful communication. If the issue cannot be resolved informally, or if direct discussion is not appropriate, the matter should be escalated to a manager or HR. The company will review concerns promptly, maintain confidentiality to the extent practicable, and prohibit retaliation against anyone who raises a concern or participates in a resolution process.

1. **Informal resolution:** Employees should first attempt to resolve the issue directly with the other party when safe and appropriate. 2. **Request mediation:** If direct discussion is unsuccessful or not appropriate, either party may request informal mediation from a manager or HR. 3. **Document the concern:** The employee should provide a brief written summary of the issue, dates, people involved, and the desired outcome. 4. **Management/HR review:** HR or management will assess the concern, identify any immediate risks, and determine the appropriate next step, which may include facilitated discussion, coaching, schedule changes, or a formal investigation. 5. **Follow-up:** HR or management will communicate the resolution plan, monitor compliance, and document the outcome. 6. **Escalation:** If the concern involves discrimination, harassment, retaliation, safety, wage/hour issues, accommodation requests, or other serious misconduct, it must be escalated immediately to HR and, where appropriate, legal/compliance leadership.

**Employees:** Raise concerns in good faith, participate respectfully, and cooperate with the resolution process. **Managers/Supervisors:** Respond promptly, avoid taking sides, document concerns, and escalate issues that may involve protected activity, discrimination, harassment, retaliation, safety, leave, or accommodation matters. **HR:** Coordinate mediation, assess legal and policy implications, maintain records, ensure confidentiality to the extent practicable, and prevent retaliation. **Policy holder:** Owns the policy, approves updates, and ensures the process is communicated and implemented consistently.

Conflict resolution matters will be shared only with individuals who have a legitimate business need to know, except where disclosure is required by law, investigation needs, or operational necessity. Employees should not discuss confidential details unnecessarily or use the process to intimidate, retaliate, or interfere with protected rights. Violations of this policy may result in coaching, a documented warning, a performance improvement plan (PIP), or other disciplinary action up to and including termination, consistent with applicable law and any collective bargaining obligations. Nothing in this policy restricts rights protected by the NLRA, including protected concerted activity, or rights under the FLSA, Title VII, ADA, or FMLA.

**California employees:** Any mediation, confidentiality, or complaint-handling practices must be applied consistently with California law, including anti-retaliation protections and any applicable workplace training obligations such as California Government Code § 12950.1 where relevant. **New York employees:** Escalations involving whistleblower concerns must be handled consistently with New York Labor Law § 740. **Illinois employees:** Scheduling-related conflict issues must not violate the Illinois One Day Rest in Seven Act (820 ILCS 140/1 et seq.). **Washington employees:** Leave-related conflicts should account for Washington paid sick leave requirements and related state/local rules. Where state or local law provides greater employee protection, the company will follow the more protective requirement.

This policy will be reviewed at least annually and updated as needed to reflect changes in law, business operations, or workplace practices. The policy holder is responsible for coordinating revisions with HR and legal/compliance as appropriate.