Mediation & Dispute Resolution

Employment Mediation

Our Employment Mediation Division specializes in resolving workplace disputes and conflict through the mediation process. We will provide highly skilled mediators specifically trained to resolve workplace disputes relating to:

Discrimination
Harassment
Departmental Crisis and Conflict
Employment Contracts
Medical and Disability Leaves
Dismissal and Terminations
Corrective Action Procedures
Hostile Work Environment Concerns
Employee/Employer Grievances

Our goal is to assist willing parities in resolving their disputes so they may move forward in a productive way. Because we understand employees and the environments in which they work may not function flawlessly, we are committed to neutrality. In this, our approach is to listen effectively and help discover opportunities for resolution. This process allows the mediator to facilitate the mediation process and places the outcome of the mediation in the hands of the meditating parties, not the mediator. This empowers each party to work diligently towards a successful result.

What is Mediation?

Mediation is a structured problem-solving process facilitated by a skilled, impartial mediator. Mediation fosters the environment of speaking and listening with understanding. This process of bringing both sides together to discuss their concerns helps to establish a resolution both parties find satisfactory. This process also empowers the disputants to address their specifics needs and reach a resolution on their terms rather than decisions made for them based on a legal standard, like those in a judicial setting. Also unlike others settings, mediation allows all parties to work together towards resolution. The mediating parties can speak directly with each other and have direct control over the outcome. Mediation often sets the tone for the parties to successfully work together during the mediation and after the mediation process has ended. Mediation also provides a forum for both parties to discuss multiple concerns that very well may impact the dispute. The parties’ are encouraged to speak candidly to each other to identify common views points that are often overshadowed by anger, fear, disappointments, miscommunication and third party interference.

The Role of the Mediator

The mediator’s primary role is to assist the mediating parties in expressing their views and work to bring understanding to the particular points expressed. In this confidential process, the mediator is a neutral facilitator who has responsibility for maintaining mutual respect for the productivity of the discussion and the mediation process. The mediator will obtain information to help both parties with their specific concerns and listen for possible options. The mediator is skilled in encouraging mutually satisfying alternatives so parties can move towards a successful resolution. Once the parties have reached a satisfactory agreement, the mediator may also have responsibility for drafting the written agreement and distributing it to the appropriate parties.

Why Mediate?

  • Because quality working relationships between employees have been damaged. This also negatively impacts others in the workplace and company morale is compromised.
  • Because several internal attempts have been made to resolve the situation and the best of attempts have proven to be unsuccessful for both parties. This leads to frustration and may further deteriorate employment relationships.
  • Because you have determined that termination of employment for one or both parties may be the end result, if the situation remains unresolved.
  • Because mediation has proven to be a cost effective approach to conflict resolution rather than litigation.