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SNAICC's dispute resolution process
The Secretariat of National Aboriginal and Islander Child Care (SNAICC) provides a strong example of both formal and informal internal policies and procedures for conflict and dispute resolution. All staff members received training on the following policies as part of their induction:1Australian Indigenous Governance Institute and Reconciliation Australia, Strong Governance Supporting Success: Stories and Analysis from the 2016 Indigenous Governance Awards, (Canberra: Australian Indigenous Governance Institute, 2018, Prepared by A. Wighton), 78.
- SNAICC employees try to resolve their issues among themselves.
- If conflict resolution cannot be achieved adequately and mutually between parties, the matter is directed first to their relevant Manager and/or the HR Manager, then the CEO.
- The HR Manager and/or CEO arranges a mediation session/s between all parties involved in the conflict.
- SNAICC employees may request a support person to the mediation sessions.
- SNAICC employees requesting a support person must inform the CEO prior to the meeting outlining why they require a support person and what the support person can contribute to resolve the conflict.
- The SNAICC employee must inform the CEO in writing, the support person’s name and qualifications.
- If no satisfactory outcome is achieved by the mediation session/s, the CEO may seek the advice of the Chair of SNAICC.