Sometimes an organization's labor-management relationship is so bad that, if allowed to continue or even worsen, jobs could be lost or the operation even closed down. This situation can occur following a particularly bitter or protracted strike or lockout, or after agreement on a first contract following a particularly contentious representation election. An RBO program requires a strong commitment from both parties to improve the relationship. The process is usually conducted off-site over a two to three day period, and requires a team of mediators to assist the participants. Ultimately, the objective is for both parties to identify specific problem areas, develop mutual problem solving techniques to address these issues, and timetables for their resolution.
Mediators help to design, establish and maintain joint committees.
These organizations bring representatives of employers and employees into regular communication and contact over subjects of mutual interest. A fundamental building block for an organization committed to cooperative efforts, the joint LMC provides an ongoing forum to deal with common problems, ranging from attitudes to productivity improvements. FMCS can assist the parties in designing the framework for an effective committee, and can provide training in proven consensus building and problem-solving processes to promote the successful operation of the LMC's operations. The key to CET's flexibility is a Needs Assessment Questionnaire which enables the mediator to tailor the workshop to the specific needs and time constraints of the group. Funds are granted on a competitive basis for the creation or continuation of labor-management committees.