Purpose: The Orapuh Conflict Resolution Policy aims to provide a fair, transparent, and efficient process for addressing conflicts, complaints, requests for redress, and disciplinary issues within the organisation. The Orapuh Redress & Disciplinary Committee (ORDC) is responsible for implementing this policy and ensuring compliance.

Scope: This policy applies to all employees, contractors, clients, and stakeholders of Orapuh. It covers conflicts arising from interpersonal issues, professional misconduct, policy violations, discrimination, harassment, and other related matters.


  1. Fairness: All parties involved in a conflict will be treated impartially and with respect for their rights and dignity.
  2. Transparency: The resolution process will be transparent, with clear communication and documentation at each stage.
  3. Confidentiality: Confidentiality will be maintained to the extent possible, balancing the need for privacy with organisational requirements and legal obligations.
  4. Timeliness: Efforts will be made to resolve conflicts promptly, minimizing disruptions to work and relationships.
  5. Compliance: Resolutions will be consistent with Orapuh’s values, policies, and applicable laws.

Conflict Resolution Process:

  1. Informal Resolution: Encourage parties to resolve conflicts informally through open dialogue, mediation, or facilitated discussions. Individuals may seek guidance from HR or a designated mediator.
  2. Formal Complaint: If the conflict persists or cannot be resolved informally, the aggrieved party may file a formal complaint with the ORDC. The complaint should be submitted in writing, detailing the nature of the conflict, parties involved, and desired outcome.
  3. Investigation: The ORDC will conduct a thorough and impartial investigation into the complaint, gathering relevant evidence, interviewing witnesses, and consulting with relevant stakeholders.
  4. Resolution Meeting: Based on the investigation findings, the ORDC will convene a resolution meeting with the involved parties. The meeting aims to facilitate dialogue, explore potential resolutions, and reach a mutually acceptable outcome.
  5. Decision & Redress: After the resolution meeting, the ORDC will make a decision based on the evidence, applicable policies, and fairness principles. Redress measures may include disciplinary actions, corrective actions, mediation, counseling, training, or other appropriate interventions.
  6. Appeal Process: Parties dissatisfied with the ORDC’s decision may appeal to a higher authority within Orapuh, following established appeal procedures. The appeal body will review the case based on the provided evidence and may affirm, modify, or reverse the decision.
  7. Monitoring & Follow-Up: Orapuh will monitor the implementation of redress measures and follow up with involved parties to ensure compliance and address any lingering issues. Feedback mechanisms will be established to evaluate the effectiveness of the conflict resolution process and identify areas for improvement.

Training and Awareness: Orapuh will provide regular training and awareness programmes on conflict resolution, diversity, inclusion, and respectful workplace behavior to empower employees and prevent conflicts.

Conclusion: The Orapuh Conflict Resolution Policy, implemented through the ORDC, underscores our commitment to fostering a harmonious, respectful, and productive work environment. By adhering to the principles of fairness, transparency, confidentiality, timeliness, and compliance, we aim to resolve conflicts effectively and maintain positive relationships within the organisation.