Workplace Mediation Service Education Sector - UK Mediators
Employment mediation and conflict resolution are both examples of workplace disputes. In the workplace, most disputes are usually resolved by means of an employment mediation. Many companies give mediation to their employees on certain occasions to avoid fights in the workplace. The negotiation between the parties before the mediation takes place is usually done by both parties with the mediation process.
There are two types of mediation in present time. They are conducted in a group or in an individual. It is usually determined which one you will need in your specific circumstances. It is important that you recognize the differences.
The first type of mediation process is usually done by a group of employees, typically five to ten people. This type of mediation process is often done in a large and crowded conference room. Each employee who is involved in the case is given a seat at the conference table. The mediation process is started when all parties agree to come to the mediation table.
The discussion agenda for this process begins with the head of the company or its managers. He or she will set the agenda that the participants have to follow. These can be anything from the formation of a target for the mediation, to the format, and how many people would be needed for the mediation. Most groups will follow a target setting as the starting point for the discussion. The goal is to reach the goal in the least number of meetings required.
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The mediator would then start talking about how things would go. He or she would let the employees know that they need to participate. Then he or she would give an overview of the company’s rules and procedures. The mediator will not make any suggestions to the employees as long as the conversations go on without going off track.
The employee can then decide if they want to continue the conversation or not. Once the discussion has ended, the mediator will explain the rules and procedures that have been discussed. Any concerns or problems that were brought up during the mediation session are addressed and brought up again in a follow-up meeting, to see if there is still a problem.
The meeting that follows is generally to review the outcome of the meeting. This will be used as evidence for the purpose of the hearing. If the employee wants to challenge the mediator, they must make sure that they do so, and that the evidence in the event file is sufficient.
Some situations arise where employees do not agree with the decisions that the mediator has made. In such a situation, a termination proceeding is scheduled. To keep your employment in good standing, you need to tell the mediator about any disagreements and why you feel that you were wronged.
In some cases, employers want to bring in an outside agency to provide an alternative to keep an employee’s employment. In other cases, they do not have the money to pay an employee’s benefits and the process is sometimes faster by using the mediation process.
Employees who seek out an outside agency also put themselves at risk of losing their right to free speech and the public trust. They could lose their jobs and receive little if any other benefits. But it can provide the employees with more peace of mind, and often brings the parties together more quickly.
If you do not want a mediation to go into an arbitration process, you may want to consider doing a negotiation process instead. That is, you will have more time to resolve your dispute, and you will avoid the loss of wages, legal fees, and other penalties that could occur by going through a termination proceeding.