Mediation in the workplace involves a confidential, dispute resolution process where one or more non-biased, impartial mediators assist the organization and employee(s) in resolving conflict and workplace disputes.  It is usually a voluntary process, although some companies require employees to agree to mediation instead of litigation for dispute resolution before they can even be hired.

Mediation to handle workplace disputes is a highly effective method that keeps conflict out of the courts.  In mediation, each party involved in the conflict is given an opportunity to state their point of view and be heard by a neutral third party.  This ensures a more amicable resolution, minimizes the bitterness that can hamper workplace relations after the conflict is resolved, and keeps the cost and time involved in solving conflicts to an absolute minimum.

Mediators charge a fraction of the cost that is usually associated with legal fees in a litigated suit.  In addition to this cost-saving feature of mediation, it also takes place in a fraction of the time that is normally needed when cases are handled through litigation.  Time and money are two assets that most people (and businesses) can’t afford to waste, so mediation just makes sense for everyone involved.  Plus, the outcome of mediation is as legally binding as the outcome of a litigated trial, so the parties don’t have to worry about one side not taking the solution seriously enough.

Additionally, there is utmost confidentiality when companies and employees decide to use mediation to resolve workplace disputes.  When a conflict is litigated, it becomes a matter of public record, and can tarnish the reputation of a company that has worked hard to establish a positive one.  Mediation, however, is handled privately, and neither party involved in the dispute has to worry about the issue becoming a matter of public record.