The following issues may be at stake in mediation:
- Division of tasks and responsibilities within the organization
- Disputes between organisations
- Dispute between the board, the board of directors, and the management
- Dispute between management and parents’ committee or participation council
- Disputes before Works Councils and Trade Unions
- Customer dissatisfaction with the quality of a service or product
- Dispute about performance
- Cooperation problems
- Workload
- Working conditions
- Working conditions
- Multicultural backgrounds
Labour dispute and mediation
In an employment matter, I conduct the intake interviews and investigate the possibilities of reintegrating the employee. After just one good conversation, it may be possible for employer and employee to come to agreements to resume cooperation. Sometimes, however, reintegration into the current position or with the current employer is not (or no longer) possible. Then we can look together at the possibilities of outplacement or so-called exit mediation if it is preferable to terminate the employment.
I then guide parties in these processes.
I always have contact with your case manager in advance so that you can discuss relevant information in advance. In any case, my working method is aimed at achieving the best possible outcome for the issue so that parties can continue in a future-oriented way.
Two practical examples
- A Works Council member with a distinct trade union background and reputation is elected to a works council, but due to circumstances he can only join after one year. The Works Council team has now been formed and has managed to create a good internal consultation climate and has already managed to achieve a few things in the organization. The Works Council member who is now joining is disrupting this relationship to such an extent that the Works Council has unanimously decided to use mediation.
It has been decided that the executive committee will take part in the mediation on behalf of the Works Council, the Works Council member will be assisted by a representative of the trade union. The mediation is aimed at managing the consultation climate with all parties involved and that established processes and procedures are followed again and that people respect each other’s backgrounds. So that the appearance also becomes unambiguous again.
- An employee is no longer able to visit customers at home and abroad due to a physical disability. Also due to more “struggles” in the past, the personnel officer has built up a file and now the organization wants to say goodbye to the employee.
In contrast to the personnel officer, the employee still sees opportunities to use his knowledge and skills in another department, but opinions and views differ on this. Both parties cannot reach an agreement, while they both indicate that they want to find a solution to the situation in a good way.