>> How to Resolve Workplace Conflicts? - Part 2

Continuation of Part 1....

5. Arrange to meet with your employer.

Schedule an appointment to meet with your supervisor. In most situations,
discussing a problem with your supervisor can usually resolve most
conflicts. Perhaps there was a misunderstanding, an oversight, or a
lack of legal knowledge. Often bringing the problem to the employer's
attention will help resolve the problem. Given the opportunity, most
companies will work to address a problem, especially a problem that
could involve the company legally.

6. Prepare for the meeting with your employer.

To communicate concerns to an employer effectively, the following tips
are suggested:

Know the workplace laws. When applicable, it's wise to become familiar with federal and state employment laws and regulations that apply to the problem at hand. Knowing what the laws say, what they do, and who's covered will enable you to know what your rights are in the workplace.

Research company policies, employee contracts, and employee handbooks. Review your copy of the company policy manual, employee contract manual, and employee handbook to become familiar with company policies and/or negotiated contract agreements that relate to the problem.

Write a brief summary. Very simply...

1. State the concern or problem.
2. List the facts (only the facts) related to the problem.
3. State your recommendation for resolving the problem.

7. Meet with your employer.

The following tips are suggested:

	Meet with the employer in a private location away from co-workers.
	Take a copy of your written summary to the meeting to share with the employer.
	State the problem, facts, and your recommendation.
	Stick to the facts.
	Don't become overly emotional or lose your temper. A calm presentation of a complaint is always more effective than an emotional or hostile confrontation. No matter how emotional or angry you may feel...
	Stay calm.
	If the supervisor needs more time to address your problem, try to establish a timeline with the supervisor so you know when to expect a response or remedy to the problem.

At this point, hopefully the problem will be resolved. However, if the
problem is not resolved and further action is needed, go to #8.

8. Document the problem.

Set up a file and keep records of all relevant documents and
correspondence. Records should include factual written summaries
of incidents noting date, time, location, and persons involved; memos
and letters; relevant work documents; meeting notes; performance
evaluations; and any other relevant paperwork to document your
workplace problem. Keeping a paper trail is essential for providing
needed evidence should legal action be needed down the road.

So follow thees steps and solve all your workplace problems....