Objectives of the Presentation:
- Workplace conflicts defined
- Common causes of workplace conflicts
- Differences between public agencies vs. private companies
- Employment contracts and dispute resolution
- Goals of the conflict management system
- Importance of fairness and impartiality
- Principles of design and creation of the system
- Implementation of the system
Why Should you Attend:
Having appropriate procedures to address grievances and having an internal conflict management and resolution process to handle disputes is often the key to avoiding costly litigation and poor morale that can seriously damage productivity. Understanding the principles that are used to design dispute resolution plans and implementing them make designing and adopting a conflict resolution scheme easier to incorporate into the organizations existing policy and procedure book.
Who can Benefit:
- HR Managers & Directors
- EEO Managers and Directors
- Employment Lawyers and Counsel
- Anyone responsible for developing employee policies and procedures or handbooks
Almost all employers at one time or another are faced with conflicts within their organizations. How the employer deals with those conflicts can mean the difference between costly and expensive litigation and poor morale and an efficiently run organization. Grievance procedures and internal dispute resolution processes are an essential component to a conflict management system. Grievance procedures are a means of internal dispute resolution whereby an employee can have their grievance addressed. While these systems often exist in public agencies and enterprises governed by collective bargaining agreements private organizations often lack these processes. Grievances that remain unresolved lead to unwanted expenses, costly litigation, lost productivity and poor morale within the company.
- When does the grievance process begin
- System design
- What the system must contain
- Who should be involved in the grievance process
- The relationship between employment contracts and internal dispute processes
- Use of investigators
- Use of arbitration
- Use of mediation
Melvin K. Patterson,
HR Employee Relations
Melvin K. Patterson, an attorney licensed to practice before all state and federal courts in California, is General Counsel to Cedrus Investments Limited, an international financial services firm with offices around the globe. He is a member of the Labor & Employment Section of the California State Bar. He has been admitted to the United States District Court for the Northern District of California as well as the United States Ninth Circuit Court of Appeal. Mr. Patterson is experienced in Labor and Employment litigation and transactional matters in the U.S., Asia and the U.K. He has designed internal business policies, procedures and management structures, as well as inter-corporate relationships and has been a business owner himself.
Mr. Patterson is an experienced trial litigator who has handled numerous business and commercial matters for over 20 years on behalf of an elite clientele around the world. He has defended clients in matters brought against companies by employees, commercial business agreements and government regulatory matters.
Mr. Patterson holds a Doctor of Jurisprudence degree from the John F. Kennedy University School of Law, as well as a Certificate in Strategic Human Resource Management from Cornell University. He has also earned the American Jurisprudence Award, completed specialized training in Assessing Economic Damages, Forensic Discovery and Preservation of Electronic Evidence and Data.
Mr. Patterson was nominated to the National Dean's List and has been a speaker before such groups as the Asian Pacific American Law Students Association, is a past contributing editor to California Motions In Limine (The Rutter Group) and has been a columnist for the "The Docket", the news and information journal of the San Mateo County Bar Ass'n. He has a knowledge of Korean, Japanese and Spanish languages.