Whilst some mediators help clients to resolve a dispute, InterMEDIATE Dispute Management understands the organic nature of conflict. Often when a dispute is resolved, the underlying conflict remains. When this is the case, mediation is likely to provide just a temporary reprieve.
Our transformative/solution focussed model of Dispute Management helps clients to understand the motivations and beliefs of the other party/ies so that each can better appreciate the other, before making essential agreements which are crafted and unique. We can provide an educative component to help each one to learn about different dispute styles, how to better communicate and prevent future conflict. Instead, when disagreements occur in the future, these can be as a catalyst for discussion and improvement. The solution focus helps ensure that discussions about the past are sufficient but no more than necessary. We help our clients to consider what they would like the future to look like and then help them to work out ways to make that a reality.
InterMEDIATE Dispute Management contacts parties and management confidentially within days after the mediation, then again in one month and if necessary three and six months - without charge, to ensure the conflict has truly been managed effectively.
On 1st January 2012 the model Harmonisation of WHS laws (previously known as OHS) came into effect across Australia (except WA and Vic who have their own high standards) to create standards for health and safety for employees which are uniform and aim to increase safety and therefore productivity. This is known as the Model Work Health and Safety Bill. Safety includes greater protection from psychological and physical injury due to workplace conflict, bullying and harassment, for all workers - including employees, work experience students, contractors/sub-contractors and their employees, apprentices and trainees. Importantly, there are no longer any excuses for not detecting hazards, harm likely to result, and the onus of proof will be removed. There is no grace period for harmonisation, so it is vital that all employers carry out their obligations and responsibilities under the WHS Laws.
InterMEDIATE Dispute Management Pty Ltd workplace dispute resolution practitioners are available to assist employers and employees in workplace conflict and workplace disputes Australia wide, and beyond. For your privacy and convenience mediation is available during and after hours 7 days a week.
InterMEDIATE Dispute Management Pty Ltd Mediators, facilitators, conciliators and arbitrators are independent of the employer organisation, which is vital to the confidence of the parties, the integrity of the process, and therefore the success of the dispute resolution. Workplace mediation and dispute resolution are useful for assisting employers and employees to resolve disputes, conflict and disrespecful behaviour, (most) bullying, harassment and toxic cultures.
InterMEDIATE Dispute Management Pty Ltd's workplace dispute resolution makes sense. To manage and resolve issues at an early stage not only helps prevent problems where disgruntled employees take time off work or resign, or when disputes escalate and workers become increasingly frustrated and unproductive, workplace dispute resolution helps keep employees and employers working effectively together. Workplace dispute resolution saves many thousands of dollars in lost production as well as recruiting and training new employees. Therefore Workplace Dispute Resolution is vital for not only for productivity, but ultimately profitability.
Some progressive organisations have trained managers to provide workplace mediation in-house. Although this may seem to be a cost efficient way to resolve internal conflicts, an HR Manager or other manager cannot be seen to be independant by disputants, especially when one is senior to another, or to be able to provide confidentiality through an impartial process. When the mediator is also an employee of the organisation, discussion about contentious issues are likely to be avoided in mediation by those in dispute. Parties to mediation may have concerns about confidentiality, impartiality of an employee mediator. As employees who are also mediators have many other work related tasks to perform besides mediation, their mediator skills are unlikely to be current or proficient.
Realistically, only independent workplace mediators provide effective dispute resolution that instills confidence in the parties that the mediation process is confidential, impartial, and unbiased, which can therefore be effective immediately, and in the long-term.
InterMEDIATE Dispute Management's independent, impartial and unbiased mediators assist parties to communicate respectfully and effectively to resolve their issues. Confidentiality and privacy helps enable parties to speak openly about their issues in workplace mediation.
The workplace mediation process encourages parties in dispute to isolate and explore each issue in a safe environment. Skilled workplace mediators are able to facilitate respectful and fair discussion, clarify and all issues to be explored and guide the parties to understanding, option generating and agreement. Parties are encouraged to agree about what the employer is told about their agreement, ensuring their emploer understands that the dispute has been effectively resolved.
Early intervention in any dispute is important. Workplace dispute resolution is best utilised to restore productive, harmonious relationships, before emotions have escalated to a level that has become hazardous to health and the company or organisation.
The cost of workplace conflict and workplace disputes is enormous in loss of productivity, staff resignations, injury to workers, payouts, and stressful, time consuming, horrendously expensive litigation.
Workplace conflict and workplace disputes include unresolved disagreements, ongoing disputes, arguments, harassment, bullying, discrimination, violence, fatigue and any situation which may harm any member of staff, contractors, management, suppliers, customers, visitors to the workplace etc.
It is a legal obligation of employers to detect workplace conflict and workplace disputes to protect workers. Employers must have policies and practices in place for dispute management.
InterMEDIATE Dispute Management workplace mediators provide services to consult, assess and report on compliance with these laws. Effective management of conflict and disputes, ensures higher productivity and staff retention rates, often reducing the number of "sickies", prevents litigation, negative publicity, violence and even death.
Penalties under the legislation are significant. The maximum penalty for breaches have been extended from business owners to all officers in the organisation. These can be hundreds of thousands of dollars and/or terms of imprisonment.
The process of workplace mediation promotes understanding and respect between co-workers. A reduction in workplace conflict and workplace disputes means fewer "sickies," higher productivity and creativity, higher retention of valuable trained staff, therefore improving not only workplace morale but effectiveness and as a direct result - company profits.
It sometimes happens that the source and causes of workplace conflict are difficult to isolate and detect. Problems are known and symptoms more or less obvious, but morale is low, complaints and staff turnovers high. Productivity is suffering. InterMEDIATE Dispute Management conflict consultants are skilled in working together with management and employees to establish the origins of the conflicts, make suggestions to management about solutions and if required, work directly with those involve to help them resolve the conflict effectively.
Employee Assistance Program (EAP)
An Employee Assistance Program (EAP) helps to ensure the mental health of employees and their families and in turn the harmony and productivity of your organisation. EAP provides private and confidential counselling for personal matters, drug and alcohol counselling for those with substance abuse problems, anger management, grief counselling, trauma and critical incident counselling. Employees are encouraged to contact InterMEDIATE Dispute Management directly for EAP services, during or after hours, 7 days a week. EAP also provides management advice, coaching and training. For further information visit our EAP webpage.
Regulatory Compliance. We are the Dispute Resolution service provider of choice, for many organisations who are required to register a Nominated Dispute Resolution Provider.
Please Contact Us for further information.