Conflict Resolution
Independent workplace investigations & mediation
Even in the best well-run organisations there can be misunderstandings and disputes to be resolved. The misunderstandings need to be addressed at an early stage to avoid escalation. Experience shows that management tends to hesitate for too long.
THE DISPUTE RESOLUTION PROVISIONS IN THE EMPLOYMENT ACT 2008 HAVE COME INTO FORCE ON 6 APRIL 2009. .
Sections 1-7 of the Employment Act apply to the handling of discipline, dismissal and grievance issues. They make the following changes to the law:
• Employment tribunals now have discretionary powers to adjust awards by up to 25% if employers or employees have failed unreasonably to comply with the new Acas Code;
• There are some technical changes to the law relating to Acas’ provision of conciliation services during disputes;
• Tribunals are allowed to award compensation for financial loss in certain types of monetary claims.
The Act also paves the way for the revised Acas Code. This is concise and principles-based and is supported by accompanying guidance on handling discipline and grievance situations in the workplace.
WHY THE CHANGE
. To encourage earlier, more flexible resolution of disputes
. To simplify and remove rigid regulations
. To provide employers and employees with more options
. To encourage alternative forms of dispute resolution, e.g. mediation
Result = less costs, less disruption, happier employees, better workplace relations, safeguarding reputation.
WE CAN HELP YOU TO
• Identify the main causes of conflict your organization
• Enhance personal responses to conflict
• Deal with difficult or aggressive behaviour and manage own responses to it
• Develop effective personal and communication skills to resolve conflict situations
• Understand mediation and the steps and process of mediation
• Know when mediation is appropriate
• Encourage solutions and help sides move forward from entrenched positions
WE CAN ALSO HELP YOU WITH
• Evaluating the behavioural reasons behind conflict and identify areas of dispute/risk in your organisation
• Strategic and practical guidance on managing workplace relationships effectively
• Why and how mediation can be a useful alternative dispute resolution process
• Understanding the process in practice
OTHER RELATED AREAS
• Discipline, grievances and dismissal
• Mediation, how and when is it appropriate
• Independent investigations in grievances and disciplinary procedures
For a free 15 minute consultation telephone 0800 587 0329 to speak to Danielle Douglas FCIPD MSc (Employment Relations)
Danielle’s experience extends across the three sectors for more than 20 years and includes working on employment relations with blue chip companies and large public sector bodies.
Current cases underway:
- Alleged constructive dismissal arising from restructure;
- Responding to internal malicious anonymous letters;
- Team leader behaviour
- Race discrimination
Mediation
The key benefits of external mediation are that:
- All parties feel that have been able to make their point
- All parties have been heard in an impartial environment
- Acting quickly saves considerable time and money
- Relationships and performance can actually improve
- The employer reinforces their policy and reputation for fairness
