Workplace Mediation: A guide for HR Managers
Our new Workplace Mediation Process document is a new way of looking at how to organise a workplace mediation so that everyone can get the most from the process and it also contains some analysis of the mediations we have carried out.
Employee/Employee Conflicts
A "falling out" between colleagues can create bitter emotions, lost efficiency and split teams. Using mediation can help you become part of a solution by providing mediators who will work with the people involved to help them find a solution that is win-win.
"I believe that the mediation has re-established a relationship which had almost collapsed beyond recovery."
Mediation can provide a resolution to the immediate issue and create the basis for a more positive future working relationship - the individuals have created the solution and are committed to making it work. Mediation can also save you time and money. Studies claim that managers can spend 40% of their time dealing with internal conflict or handling lengthy formal disputes, resulting in misdirected management time, crippling legal bills and compensation costs.
Employer/Employee Conflicts
A conflict with an employee can lead to considerable management time spent in Tribunal proceedings, claims of discrimination, high compensation costs and unwanted publicity.
"It allowed me to obtain a positive outcome from a difficult situation."Mediation can help with the most difficult situations, allowing both sides to understand the underlying grievances, contribute to procedural reviews and introduce realistic discussions over compensation demands, even when the end result is likely to be a Compromise Agreement. Even if the case has entered the Tribunal process, a recent Employment Tribunals Scotland Practice Direction has confirmed that cases before the tribunal can be sisted to allow for mediation.
Our Mediation Fees - Time Based document will give you more details on the potential benefits of this option, the likely fees and what is included, but you always have the option of discussing any special needs you feel may be apropriate in the situation you face. You may also find some of the Case Histories relevant in deciding whether mediation may be appropriate.
What to do now.
Contact us and we will discuss the options with you in complete confidence and give you an idea of potential costs. We could also contact the other parties to see if they would be willing to mediate. Or, as we know many employment lawyers who regard mediation as a positive option, we could make an approach to them if this would help. You may also find them listed in this Solicitors List.
Either way a few minutes discussion about mediation could save you time and money.