Workplace Mediation
For decades, employees and employers have resolved disputes using alternative dispute resolution, including arbitration and mediation. Often mediation may occur between labor unions and an employer. In other situations, the parties agree to binding arbitration.
Mediation in nearly any workplace dispute is an excellent place to start to resolve a conflict before it destroys the work environment, an employer's reputation, or an employee's career.
Brenda's first experience in workplace disputes dates back to 1987 and involved representing a young secretary who was wrongfully terminated while on maternity leave. Throughout the years, Brenda represented parties in litigation. After completing her master's degree in conflict resolution in 2009, she began mediating in employment litigation and has expanded to include workplace disputes.
Types of cases suitable for workplace mediation include:
Workplace conflict
Constructive discharge
Age discrimination
Equal pay act
Family medical leave act
Title VII
Wage disputes
Wrongful termination
Back pay
Overtime
Sexual harassment by an employee
Workplace harassment
Hostile work environment
EEOC complaints
Workplace bullying
Noncompetition agreements
Overtime compensation
Racial Discrimination
Workplace mediation proves its worth when parties share a common goal – restoring positive working relationships. It's a versatile tool that can effectively address various aspects of professional life. Some examples include preventing grievances, providing reintegration after an absence from work, supervisor-employee conflict, and harassment.
Mediation isn't limited to crisis situations; it can also complement formal processes like grievances or litigation, offering a fresh perspective to create workplace resolutions. Additionally, it provides a framework for clarifying roles and responsibilities within the workplace.
Find out if workplace mediation is right for you.
Contact our office today and schedule a free consultation.
Frequently asked questions about workplace mediation:
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Litigation costs! It costs money. It costs relationships. It costs mental well-being. When employers delay addressing workplace conflict, the following may occur:
Staff turnover
Staff absenteeism
Damaged relationships, lack of teamwork
Impaired productivity and low morale
Reduced customer satisfaction when exposed to the conflict (even indirectly)
Low productivity
Costly claims and possibly litigation
Ignoring the conflict or pretending that the dispute has not occurred does not usually make the problem disappear. On the contrary, it often causes ongoing conflicts, which cause the parties to be more entrenched and impact staff and customers.
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Some workplaces train persons in their Human Resources departments to mediate conflicts. However, employees may distrust in-house neutrals, and an external mediator may provide more confidence.
Additionally, a mediator from outside a particular workplace culture is often more effective at creating new approaches that can help solve the underlying problems and not only resolve the immediate problem but also create a better work environment.
