Christian Conciliation

1. Summary of Policy

1.1 As Reliant management and its employees are Christians, both believe that the Bible commands them to make every effort to live at peace and to resolve disputes with each other in private or within the Christian community in conformity with the biblical injunctions of 1 Corinthians 6:1-8, Matthew 5:23-25, and Matthew 18:15-20. Therefore, resolution of any claim or dispute arising out of or related to any aspect of the employment relationship, including claims under federal, state, and local statutory or common law, the law of contract, and law of tort, shall be attempted by biblically-based mediation. If resolution of the dispute and reconciliation does not result from such mediation, the matter shall then be submitted to an independent and objective arbitrator for binding arbitration.

2. Procedure

2.1 Specifically, the mediation process will be conducted in accordance with established rules that both parties agree upon, such as the Rules of Procedure for Christian Conciliation™ (“Rules of Procedure”) of the Institute for Christian Conciliation (complete text of the Rules of Procedure is available here or by contacting the Institute for Christian Conciliation at icc@aorhope.org). Consistent with these rules, Reliant and the employee shall agree to the selection of the mediator. If there is an impasse in the selection of the mediator, the Institute for Christian Conciliation™, may be asked to provide the name of a qualified person, who is experienced in the relevant area of law and familiar with biblical principles of resolving conflict, to serve in that capacity.  If resolution of the dispute does not result from biblically-based mediation, the matter shall then be submitted to the American Arbitration Association for binding arbitration in accordance with its Employment Arbitration Rules, available online at adr.org/employment.

2.2 Reliant and the employee will endeavor to exchange information with each other and present the same at any mediation, or, if to arbitration pursuant to the applicable rules, with the intent to minimize costs and delays. Reliant and the employee will seek to cooperate with each other and may request the mediator, case administrator, and/or arbitrator to direct and guide the preparation process so as to reasonably limit the amount of fact-finding, investigation, and discovery to that which is reasonably necessary to understand each other’s issues and positions, and to prepare the matter for submission to the mediator and/or arbitrator to inform the mediator and/or arbitrator. In addition, in the event of an arbitration, the dispute will be heard by a single arbitrator experienced in the relevant area of law.

2.3 These methods shall be the sole remedy for any controversy or claim arising out of the employment relationship.