Utilizing Arrangement, Mediation as well as Arbitration to Deal With Construction Disagreements

Aviation Services - WorkPlaceMediations

Workplace mediation is a process in which management and employees bring matters to an amicable conclusion through mutual and efficient understanding. Disputes can occur in almost any working environment including the workplace and such issues can often arise as the result of working conditions. It is important that all the stakeholders understand what the dispute is about, what the issues are and where the disagreement lies. A solution has to be found in the majority of the cases for both parties to reach an agreement.

Generally, workplaces will have some sort of dispute that can cause distress and if the situation does not get resolved by the other parties in a timely manner then it may escalate to a crisis level. The processes to resolve disputes involve the employers talking to the employees with the idea that the employees will speak out what is bothering them and the employers will listen and act upon it.

Employees and employers will be called upon to stand in front of the employment agreement that is legally binding on both sides. The parties will then decide to resolve the dispute via mediation at work if possible. This process is particularly helpful for employees who want their employers to act on issues raised by them that they do not agree with.

However, what happens if the two parties cannot reach an agreement to resolve the matter? There are legal requirements that must be followed when employing this process to solve an employment dispute. It is important that an employee is made aware of the legal aspects involved and so that any grievances regarding the form of resolution are not ignored.

It is also vital that the employee understands the issues that are involved with working with colleagues to find a resolution to workplace disputes. It is only through proper consultation between the employer and employee that the best solution can be found. All the parties involved must be confident enough to agree to an agreement before entering into a process of mediation at work.

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The employee has to be treated as an equal to the employer, given equal rights and opportunities in terms of terms and conditions, offered the same pay and benefit package as the employer. If the employee is dissatisfied with the settlement then they should report it to the employer in the form of a complaint. The employee should be informed that if they do not like the resolution and make an official complaint they will lose their job.

The procedures that have been developed and maintained by the personnel system will see to it that any unresolved issues will be resolved. In most instances, a professional mediator will be chosen to mediate the dispute. Some organisations that have successfully used mediation at work include the Mutual Assistance Group and the Career Indaba.

The mediator will be selected from a list of persons who have a good understanding of the employees and their concerns and are qualified to provide assistance to those in need. When selecting a mediator a company must consider their clientele and also the needs of the staff as well as the issues at hand.
These appointments will help identify the concerns of each employee and each of the issues that they have. The mediator will then provide a report to the employers detailing the situation and also the solutions that can be implemented. After this report is completed, the employer will then be able to make their own decision as to how they will handle the problem.

New methods of workplace mediation are also now being developed. These are being designed to enable companies to reduce time and costs by reducing the duration of the process. It also means that there is more accuracy in the process and less time lost due to prolonged delays.

At the end of the process there will be recommendations from the mediator on how to implement the changes made. A legal requirement is that the processes should only be used for employment disputes and that the disputes should not lead to harassment or other personal attacks. These solutions can be tailored to suit each organisation and can then be added to the Employee Consultation and Employment Relations Act to offer protection to all employees.

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