Valley Free Radio,  WXOJ-LP, began broadcasting in August of 2005 out of the community center in Florence, Massachusetts.  WXOJ operates as a collective, with a consensus-based decision-making process, a nine member board of directors, and several organizational committees. Valley Free Radio broadcasts more than 60 locally-produced shows, as well as Pacifica and other syndicated programming.

THE GRIEVANCE & MEDIATION COMMITTEE OF VALLEY FREE RADIO

I.      Welcoming Work Space Expectation

As a community radio station that has been and continues to be developed by its own membership, we strive to provide programs and a working environment that are free of racist or abusive behavior, hate speech and/or discrimination.  Valley Free Radio as an organization has committed itself to working against all forms of oppression and therefore expects that all station workgroups/bodies also work against discrimination and bias in all its forms, and for respect for all people and communities.  We are here to provide a safe and empowering space for those who can’t find it elsewhere, and in particular, to those who have been marginalized and underrepresented in the mass media. 

II      Grievance & Mediation Committee

A.      Purpose

The Grievance & Mediation Committee’s goal is to provide a safe space in which VFR members can bring forward their concerns regarding conflict within VFR generally,or within any of its workgroups or committees/collectives.  Concerns may be based on the following: interpersonal conflicts, harassment, discrimination, unfair or arbitrary treatment of an individual or group, an individual or group’s failure to live by the mission statement or vision statement, under-representation, censorship, or misconduct.  The GMC will attempt to provide a clear, compassionate, and binding solution to any issues that arise within the station.  The GMC will strive towards impartiality and to impose effective, constructive solutions as quickly as possible.   However, the Grievance and Mediation Committee is envisioned as a conflict resolution body, and not one tasked to enforce rules, provide a disciplinary process, or engage in the censorship of programs or programmers.  If, in the process of mediating a conflict, it is apparent that disciplinary action is warranted, the GMC may decide to refer the issue to the board or other designated body.

B.      Committee Composition

The Grievance & Mediation Committee is a subcommittee of the Board of Directors, appointed jointly by the Board and the Antidiscrimination Committee.  The GMC will consist of 5 VFR members, serving for one-year terms.  In the event one of the GMC members is a party involved in the process, the Board will appoint a different member for the duration of the hearing.  Appeals go to the Board, or other Board- designated body. 

C.  General Procedure

1.      Try to resolve the issue within the station body (e.g. committee, collective) in which the issue arose. Station members may seek advice from a committee coordinator, a collective liaison, an Antidiscrimination Committee member, or a Grievance and Mediation Committee member to suggest steps for dealing with the issue without a formal meeting of the GMC.

2.      Before a formal grievance is filed, the parties may agree to an informal, nonbinding mediation with a VFR volunteer trained in mediation.

3.      If the issue is not resolved, a request for a hearing, summarizing the nature of the complaint, should be submitted, in writing, to the GMC.

4.      The GMC will review the request, notify the respondent of the nature of the complaint, and schedule a meeting to resolve the conflict.  The meeting will be scheduled for a date no later than six weeks from the time the GMC received the request.  At the meeting, the person requesting the hearing will have 20 minutes to present his/her case and the respondent will have 20 minutes to respond.  The respondent should be prepared to justify the decisions or actions in question. There will also be a 20-minute period for the GMC to question both parties.  The complainant and respondent will then leave the room as the GMC sets up a procedure appropriate to the complaint that will take no longer than sixty days for final resolution.  If the GMC finds that the respondent has violated a VFR policy, which may warrant a suspension or loss of membership privileges, then the GMC will hand the case over to the Board, which will decide on the appropriate action.  Both parties may bring to this meeting an advocate of their choice from within the station. All matters discussed within the meeting will remain confidential.  The complaint, response, and steps taken will be recorded in the minutes of the meeting.

If a party is unsatisfied with the outcome, and the grievance is based on a complaint of sexual harassment or discrimination and/or the Board makes a decision that results in a loss of airtime, membership, or a leadership position, s/he may either request formal, outside, binding mediation or may petition the Board for an appeal.