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Board Policy

Policy 120 — Dispute Resolution

Grasslands Public Schools
Policy Code120
Adoption DateOctober 11, 2016
Amendment DateOctober 11, 2016
Cross Reference AP-720, Policy 905, AP-905, Policy 910, Policy 920
Legal Reference,
Policy

The Grasslands Board of Trustees is committed to providing a welcoming, caring, respectful, and safe learning and working environment that respects diversity and fosters a sense of belonging. It is recognized, however, that periodically disputes will arise when large numbers of people interact. The Board expects that processes will be in place to ensure that concerns and complaints identified by parents, students, or community members are dealt with in a candid, cooperative, and timely manner.

GUIDELINES

  1. The Board recognizes that all members of the school community (students, staff, parents, and neighbours) have a right to voice their concerns in an appropriate manner to the proper school division personnel.

  2. The Board believes that when issues are dealt with openly, honestly, and respectfully, they can usually be resolved before a formal dispute resolution process is required.

  3. If the dispute involves employees only, the process for resolution is described in Administrative Procedure 720 Employee Conduct.

  4. If the dispute involves a suspension or expulsion, Policy 905 Student Conduct and Administrative Procedure 905 Student Conduct apply.

  5. If the dispute results in an appeal of a decision concerning specialized supports and services to a Grasslands child or student, Policy 920 applies.

  6. Other appeals concerning Grasslands children or students will be dealt with as described in Policy 910.

PROCEDURES

  1. It is expected that concerns or complaints will be brought forward in a respectful manner, at an appropriate time and place and not:
    1. in the presence of students;
    2. during instructional time; or
    3. in the presence of an employee's co-workers.
  2. Respectful behaviour of all parties is expected. If the complainant's behaviour is disruptive to the workplace she/he will be requested to leave and return later.
  3. Concerns and complaints are best resolved as close to the source of the concern or complaint as possible. Therefore, the first step is for the complainant to approach the employee and provide him/her an opportunity to resolve the dispute.
  4. If the complaint is initially raised with someone other than the employee involved in the dispute, the complainant shall be informed of the required process.
  5. The employee shall meet with the complainant as soon as possible and respond in a courteous and constructive manner. Unless there is a concern about employee safety, this meeting shall be one-to-one and in person.
  6. If the dispute is not resolved through a meeting with the employee, the complainant may contact the immediate supervisor who will meet with the complainant, either alone or with the employee present, depending on the circumstances, and follow up to assist in resolving the dispute.
  7. If the supervisor has been unable to assist with a successful resolution of the dispute, the complainant may request the superintendent to deal with the dispute personally or delegate a senior central office administrator to do so.
  8. Disputes will be referred to the Board only if the superintendent has been unable to assist with a successful resolution.
  9. The Board will create, on a case-by-case basis, a Dispute Resolution Committee to deal with situations that have not been resolved successfully by employees, and have been referred to the Board.
    1. Real or Perceived Bias - The Alberta Court of Appeal has divided "bias" into three different categories:
      1. an opinion about the subject matter so strong so as to produce fixed and unalterable conclusions;
      2. any pecuniary bias, however slight;
      3. personal bias, due to association with a party or hostility to a party, to the extent there is a real likelihood of bias or an appearance that justice cannot be done in the circumstances.
    2. Any trustee who believes that he/she may be perceived to be biased based on the above, shall declare himself/herself ineligible to sit on the committee that will deal with that specific dispute.
    3. If one of the parties to the dispute challenges the presence of a trustee on the committee on the basis of perceived bias, and the trustee chooses not to excuse himself/herself, the Board shall decide whether or not the trustee can sit on that committee.
  10. The superintendent shall provide the Committee with a summary of the dispute and the actions taken to resolve the situation.
  11. The parties involved in the dispute shall be given an opportunity to meet with the Committee as soon as possible and present their interpretation of the events or actions that led to the dispute and the reasons that it has not been resolved.
  12. The Committee shall deliberate with no one else present and will inform all parties of a decision within seven days of the meeting.