5/101.25 EMPLOYEE MEDIATION PROGRAM

Question 1

The Employee Mediation Program process will be?

Answer 1

The process is nonjudgmental and will not

result in any discipline, administrative action, or report.

Question 2

What is the goal of the Employee Mediation Program?

Answer 2

The goal is to resolve issues and restore relationships through
communication.

Question 3

Can the Mediation be appealable?

Answer 3

Mediation is not appealable through any grievance process.

Question 4

Who can initiate the Employee Mediation process?

Answer 4

The Employee Mediation process can be initiated by one of three sources of referrals: supervisory,
Citizen’s Review Board or Internal Affairs Bureau.

Question 5

When can a supervisor recommend the Employee Mediation Program?

Answer 5

A supervisor may recommend the Employee Mediation Program when submitting a complaint to the Internal
Affairs Section in accordance with 5/101.26. A supervisor may also recommend the use the EMP for resolution of
issues or disputes that have not risen to the level of a formal conduct complaint.

Question 6

If an employee accepts the offer of mediation, what are the guidelines?

Answer 6

1. The EMP is confidential and a successful mediation is the final resolution of the complaint and may not be
   reopened, grieved, or further pursued in any manner.
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2. The mediation may not be recorded.
3. It is recommended that civilian attire be worn.
4. No participant may be armed and weapons may be secured at the mediation site.
5. The employee may have a representative accompany them to the mediation as a non-participatory member.
6. The employee and the complainant must both agree to the mediation.
7. Employees must conduct themselves in accordance with the department values.
8. Overtime will be not authorized.
9. A mediation attempt will be deemed:
   a. Successful if the complainant is intentionally disruptive or uncooperative to the degree that the
   process cannot be facilitated or if the complainant agrees to mediation but fails to complete the
   process.
   b. Failed if the employee is intentionally disruptive or uncooperative to the degree that the process
   cannot be facilitated, or commits a serious violation of department policy during the process.