why mediation?

Mediation fills a huge void in the world of employee responsibility and company relationships. That void? The ability to achieve resolutions to disputes both quickly and internally.

Organizations are burdened with policies, procedures, and difficult personalities that, despite all good intentions, wreak havoc on timely fixes to employee concerns. Increasingly, a number of these situations are pending for months (even years) because they are tangled up in what we call “agenda maneuvering.” Unresolved issues drive up costs, require additional time commitments, and create workplace hostility.

Our belief is that wise dispute-resolution options are a vital best practice. They are an essential preventative measure for settling associate complaints before they turn caustic.

Many types of workplace disagreements are addressed through mediation - issues such as eliminating formal employee and ex-employee ER complaints; avoiding operational or process disputes; preventing union grievance backlogs; and restarting stalled labor negotiations.

Workplace mediation discussions are voluntary, confidential, and non-binding - unless you say otherwise.

Here is how mediation works.