Workplace Mediations

Mediations are guided by the values of the organization. Workplace mediations can involve individual conflict resolution or multi-party stakeholders  conflicts. Individuals mediations typically resolve employee vs manager conflicts and employee vs employee conflicts.  The mediation process is designed to repair harms and support the repair of relationships.

For unit-wide issues  such as wide-spread bullying, poisoned work environments,  and systemic discrimination, multi-party group mediations are also facilitated.  The organization’s  leadership is central to a multi-party mediation.  The process is guided by the institution’s values and mission statement, as the leadership seeks to understand the root causes of the workplace issues.  

Teryl Scott mediations are rights-based, which means mediation explores not just common interests but also a common understanding of the law. A sense of empathy is developed throughout the mediation process by fully exploring the legal, financial and emotional consequences for the parties. Within this context, the parties are better able to exercise their agency and take responsibility for the resolution, resulting in an expedited outcome.

A sense of empathy is developed throughout the mediation process by fully exploring the legal, financial and emotional consequences for the parties. Within this context, the parties are better able to exercise their agency and take responsibility for the resolution, resulting in an expedited outcome.

For those complaints or grievances that cannot be resolved, the parties are prepped to participate in an adjudication. Mutually beneficial, streamlined arbitrations are recommended to avoid, where possible, expensive adversarial arbitrations or complaints to the federal or provincial human rights commissions.