Mediation can offer effective resolution of workplace disputes. It’s a fair process that allows parties to be heard and encourages them to find a resolution both sides are satisfied with.
Mediation should only be used when parties are willing to discuss their differences. In the case of a bullying complaint, an investigation is required in the first instance, to determine whether there is an active grievance or complaint afoot, causing one of the parties to feel unsafe in the workplace.
Forcing an unwilling employee to the mediation table can lead to resentment and even legal action.
How does mediation work?
In mediation, a third party facilitates an open discussion between two parties to help settle a dispute rather than going to court. Both sides are encouraged to reach an acceptable compromise. For employers, the idea is to resolve a dispute quickly and economically.
while there are pros and cons for mediation, one positive is that a verdict is never ‘handed down’ but rather, the parties come to the decision together. It’s an empowering process, giving the parties input into the outcome.
The advantage of mediation is that disputes can be reexamined and reframed in order to find the appropriate solution. It’s a flexible process that can be tailored to the needs of the players involved.
A key aspect though, is that all parties need to act in good faith, and be open to discussion and negotiation. If mediation is forced upon an employee, they are likely to feel that the process isn’t fair, leading to resentment, a difficult negotiation and disagreement with the outcome.
Can an employer compel an employee to attend mediation?
While an employer can enforce mediation, and take disciplinary action if an employee fails to attend, there must be grounds to do so, and these grounds must be established. Without grounds, an employer may be left open to a claim of adverse action or victimisation.
It’s important in these situations, however, to carefully consider the reasons why the employee may not wish to be part of mediation. For example, they may fear a power imbalance or bias against them or may feel unsafe in their workplace, due to a bullying complaint which has not been addressed.
Outlining the process: the role of the mediator
A mediator is appointed to facilitate the process. The mediator does not provide legal advice, nor do they offer legal counsel. A neutral third party, the mediator’s role is not to make a decision, but to encourage the parties to come to their own, mutually agreed-upon resolution.
In most cases, the mediator will make an opening statement and then give each party the opportunity to do the same. During this time, each party will share why they have agreed to the mediation and what they would like to achieve from it. This is not the time to air grievances.
Just as a meeting is kept on track with an agenda, it’s best to have a mediation meeting framework in place to ensure all steps are taken care of and all issues are dealt with accordingly. The agenda should be clearly spelt out and followed. The mediator will help determine what should and shouldn’t be discussed and it’s the mediator’s role to keep the discussion on track.
During the mediation, private sessions may also be helpful so parties can refresh and refuel. The mediator will meet with the individual parties one at a time to discuss how they are feeling. This process may be repeated if necessary.
Once each agenda item has been addressed and discussed, a decision will be mutually agreed upon. The mediator will review, finalise and capture the agreement in writing.
Asking an employee to mediate their grievance is a reasonable request – after all, restoring the peace between employees is important for business, and ensuring employees relations are happy and healthy is paramount.
However, mediation will only work if the parties truly want to mediate. This means they want to come to an agreement together, and there’s no possible reason why one party may be afraid or uncomfortable during the process.
Forced mediation is not likely to be effective, as it is one-sided.
When expert assistance is required
If the parties cannot find agreement on all agenda items, or there are behavioural concerns, it may be necessary to explore possible resolution options with an experienced external workplace mediator.
If you need some support in how to conduct a mediation, need to engage a mediator, or would like to resolve a workplace conflict, contact WISE.
Content retrieved from: http://www.wiseworkplace.com.au/_blog/WISE_Blog/post/why-forced-mediations-are-doomed-to-fail/.