FAQ's re support for the employer management

To help explain our approach to help resolve your workplace conflict 

We have a human resource function to deal with such problems, so why would we need to use PA?

In short, your representatives are often seen as part of the problem and not part of the solution. Consider the following:

The basis of mediation as a means of resolving conflict is that the mediator is independent. We are totally independent whereas your representatives cannot be so because their legal loyalty is with the organisation. Employees are aware of this legal requirement and will often distrust anyone directly related to.

It is a rare individual who will go to their boss or the welfare and personnel functions and admit that they are having difficulties because, irrespective of medical confidentiality, they are not sure what information will be passed back to their boss or said to these departments. However, they are more likely to go to and speak freely to a completely independent third party where they know confidentiality is assured.

We are able to operate in close harmony with existing personnel and welfare functions. In working alongside these we ensure continuity of the organisational culture with the independence and confidentiality of an external mediator. Because of our independence we can provide an expert case assessment and ensure the most appropriate and focussed response to work place disputes.

We work solely in the field of dispute prevention and resolution. We believe this makes our core strength stronger and more effective for an organisation than people who are trying to juggle many other aspects of the job whilst striving to resolve these issues as a "side line". We can provide coaching and expert support to individuals, and the expert advice and skills to prevent costly legal disputes arising.

We have access to an external solicitor for UK employment law issues and other legal matters, so why would we need to use PA?

Hourly fee solicitors have an inherent conflict of interest when they are advising you about settlement-related issues. The conflict is that when the case settles, the solicitor's hourly fee income stream is cut off as, usually, fees are earned only while fighting is occurring. There's no money in making peace and resolving cases economically.

Aside from its relative low cost and high settlement success rate, why else would an organisation choose mediation?

Other reasons for you choosing to opt for our mediation-based process to resolve your issues or potential conflict could include:

Privacy

The process of mediation is confidential and it relates to all participants, including legal advisors and the mediator. Mediation is not a matter of public record, and therefore, the participants' privacy is secure and sacrosanct. This includes all discussions, any documents that are exchanged and any legal or other theories that are advanced. It also protects all individuals involved from having their decisions questioned in a court or Tribunal. This right to privacy, for all parties, continues after the issues are resolved.

Control over the outcome

No judge will decide the fate of your dispute and no jury of your peers will be holding your future in their hands. You have the unique opportunity to tell your side of the story, without lawyers objecting that what you're saying is inadmissible for some reason. You, along with the mediator, can have the experience of building a bridge to your employee, essentially crafting your own resolution for the dispute.

Preserving your reputation 

Employment relationships are important to resurrect or maintain intact. Employee relationships of long standing, among others, are often stabilised and preserved as a result of the mediation process, which is rarely the case with litigation.

Personal Responsibility

In the mediation process, mediators encourage the parties to assume personal responsibility for their respective roles in the underlying conflict. This is an extremely important concept because it is instrumental, often as the first step, in reversing the cycle of conflict.

What support can PA give the organisation to create a preventive disputes philosophy?

The key to a preventive philosophy is making management aware of issues that cause disputes in the workplace, advising them and supporting them in determining the most appropriate solution and working with them to implement the agreed changes. The techniques we use range from conducting internal conflict management training programmes to specific consultation or workplace coaching for an individual or management group. We can also support you in developing your anti harassment and bullying policies and, if required, develop specific training in conflict management techniques.

What will it cost?

Because no two clients are alike, we pride ourselves on the ability to tailor our services to fit the needs of the client, whatever its size and its available budget. Accordingly our clients can select almost any combination of services. In this way we can ensure that the service provided will have an optimum benefit to the organisation.