Benefits of Mediation

Causes Of Conflict In The Workplace

  • Simple differences of opinion between two or more employees
  • Employees and Supervisors
  • Management Policy
  • Organizational Change
  • Cultural Differences
  • Lack of Common Direction within an Organization
  • Work Habits
  • Forms of Communication or Lack thereof  
  • Violation of Work Rule

Benefits of the Mediation Process

There are numerous reasons why a party to a dispute might choose mediation over traditional litigation or other forms of alternative dispute resolution.

Some reasons are affordability, timely resolution, private sessions, confidentiality, participation in the resolution of the dispute, and in many cases preservation of the interrelationship between the parties.

The cost of mediation is far less than the average cost in time and money for the litigation of a dispute. The mediator’s hourly rate is generally lower than the hourly rate for a lawyer.

Parties can often schedule mediation within weeks of a decision to mediate or a court order to mediate.

The Mediated Settlement Agreement is the only record of the proceedings. The Agreement to Mediate which is signed by the parties prior to the conference will often remind the parties of the confidentiality of the session and that the mediator is not available as a voluntary witness in a trial of the matter.

The parties are empowered to solve their problem in workable terms to achieve a “win-win” solution. This often promotes healing where one party feels tremendously aggrieved or allows the parties to continue their business, employment or personal relationship.

In many cases the parties strengthen their working relationship for greater workplace efficiency.

Potential Costs of Workplace Conflict


In 2010 it was estimated that it cost 1.5 – 2.0 times a terminated employees salary and benefits to replace that employee.

Also in 2010, The RAND Institute for Civil Justice estimated that it cost, on average, $150,000 to defend an employment discrimination lawsuit in the United States.

But the costs of poorly managed conflict are not limited to the legal costs that are not incurred when your organization has to defend itself in court.

When a conflict drags on and on, and ensnares more and more bystanders, the amount of time spent is staggering.

To find out just how staggering, estimate the time spent by each individual employee affected by the conflict, and then multiply this time by each person’s salary.

In 2014 it was estimated that employees spend 2.5 hours/week trying to resolve conflict

Most executives simply ignore conflict as they don’t have the tools and /or mechanisms to deal with it.

In 2016, workplace conflict cost employers $359 Billion

Why My Background and Experience is a Benefit to Your Organization


Worked with Unions for 15+ years. I understand why and how unions appeal to workers.

Worked 20+ years in Japanese non-union facilities understanding how to avoid unions Overall, spent 30 years working in various HR positions resolving workplace conflict in a variety of manufacturing environments.

Led a multi-plant manufacturing company providing an environment that focused upon resolving conflict, reducing turnover and reducing absenteeism and maintaining a nonunion work environment.

Have been a mediator for the past 15 years resolving a variety disputes within our legal system.