> For the complete documentation index, see [llms.txt](https://animal-think-tank.gitbook.io/handbook/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://animal-think-tank.gitbook.io/handbook/people-policies-and-processes-set-by-people-ops/conflict-transformation-system/custom-conflict-procedure.md).

# Custom Conflict Procedure

The **Custom Conflict Produre** is to be activated only in complex cases for which the other processes in the Conflict System are not applicable. 

## 1. Engage People Operations 

Arrange a meeting with People Operations. Together you will try to find a mutually agreeable next step within the resources available. Potential options include, but are not limited to: 

* another attempt at a direct conversation
* a supported conversation facilitated by a member of People Ops
* convening a panel of topic-relevant colleagues to listen and help shape agreement. It can’t force a decision but usually carries enough moral weight for matters to come to a conclusion. 
* arranging for an external mediator or other expert to host a supported conversation or mediation
* arranging for intervention by an external authority 
* a group-supported conversation, mediation or [Restorative Circle](https://workdrive.zoho.eu/file/674ni2bd9f9d09c2748aead87e17d312c5d15) if the conflict involves or has impacted the wider community/group
* arranging creative and intuitive (non-dialogical) processes to explore conflict, e.g. systemic constellations, process work etc.
* convening a [Care Council](https://workdrive.zoho.eu/file/674ni4d4f80b06e4d43b0a00be22c62293257).
* arranging conflict coaching or mentoring support. 
* escalating the issue to become a formal employment matter and activating a relevant process; this is particularly the case if the matter is serious and/or involves accusations of bullying, harassment, victimisation and/or discrimination.  

If the processes tried are not able to find a way forward, or the process has broken down, then move to step 2.

## 2. Engage Organisational Arbitrator

People Operations will refer the matter to the [Organisational Arbitrator](https://app.glassfrog.com/organizations/24477/orgnav/roles/13564570/overview) role, or a role with equivalent authority, and this role will issue a judgment on next steps to take.