The importance of mediation Whilst the case of G4S Security Services (UK) -v- Mr. A. Rondeau (http://www.employmentcasesupdate.co.uk/site.aspx?i=ed7880) may not use the words "mediation", it highlights the importance of appropriate settlement discussions and the need to consider carefully the responses made by the other party and their offers. Mediation is now a recognised method of resolving cases once they have been referred to a tribunal but it is under utilised in resolving disputes in the workplace and in grievance procedures. Grievance procedures by their nature ultimately apportion blame. For an employee to invoke a grievance procedure means that they view the conduct as very serious. The decision can ultimately mean that either a valued employee or a valued member of management is almost forced to look for alternative employment. Grievances invariably arise from misunderstandings or a misinterpretation of events. Such misunderstandings can often be resolved by the intervention of an independent person who can appreciate the views of both parties and then facilitate an exchange of views under reaching of an amicable solution. A mediator is ideally placed to offer that service. The Government consultation on resolving workplace disputes includes an aspect of ways of encouraging settlement. Mediation is one such tool. It can save a great deal of time and expense both in the workplace and at the tribunal and results in the retention of the valued members of staff. Mark Whittell Accredited Workplace Mediator North West Mediation Solutions.
I’ve been in legal administration for over 35 years – I know how things work, and appreciate the benefits of mediation as an essential tool to consider when in dispute. I can discuss its benefits to…
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