workplace mediation services

Our Mediation Services

Business and government use mediation and advocacy (non-legal resolution) to resolve economically an outcome quickly. You can too! Through our mediation and representation in the workplace, individuals keep control of their outcomes with creative and flexible solutions.

We always counsel clients to attempt to resolve disputes, if required we take the matter to the Fair Work Australia, or the relevant equal opportunity or anti-discrimination tribunal. If litigation in the courts is required, we will refer you to the appropriate expert lawyer, (we are not lawyers) who will give value for money.

 Disputes that can be solved through A Whole New Approach Pty Ltd mediation services include:

  • All Workplace issues (Commission and tribunal systems)
  • Fairwork Australia (FWA)
  • Discrimination (HREOC, EOC)
  • Work cover(up to mediation only)
  • VCAT
  • Redundancy
  • Disputes

A Tailored Approach

We understand that every case of workplace discrimination is unique, and so is our approach to each one. Our mediation services are designed to provide a safe, neutral space where both parties can voice their concerns and work towards a mutually beneficial resolution. Our experienced mediators facilitate these conversations with the utmost respect for confidentiality and impartiality, ensuring that all voices are heard and valued.

 

How We Make a Difference

  • Expertise and Experience: Our team of mediators is not only skilled in conflict resolution but also deeply knowledgeable about your rights as an employee.
  • Customised Solutions: We strive to find solutions that acknowledge your specific circumstances and work towards restoring a sense of dignity and respect.

Why Choose AWNA for Mediation?

Proven Success –  Our history of successfully mediating workplace disputes speaks volumes. Employees Advocate – We only work with employees. Accessibility – We ensure our services are accessible to all, regardless of their location in Australia.

Questions About Mediation:

Mediation, which can be either a voluntary or mandatory process, is an informal and confidential method of resolving disputes. In this process, a neutral third-party mediator, who is impartial, facilitates discussions between the involved parties to help them reach a mutually agreeable solution before any formal investigation of the complaint commences. This mediation session can take place within the workplace or at a neutral location.

Mediation is an efficient process that saves time and money. A successful mediation avoids time-consuming investigation, expensive litigation, and achieves a prompt resolution of the complaint.

Yes, it does, call us to discuss. The decision to mediate is voluntary for both parties and they may terminate their participation at any point.

The mediator is there to help the parties reach a resolution of their industrial relations or discrimination dispute. The mediator is not there to decide whether the allegations contained in the complaint did or did not occur. The mediator serves as a neutral facilitator and does not represent either side nor does the mediator provide legal advice.

The length of the session varies, but participants are asked to commit at least 3 hours.

Mediation is not a legal proceeding. The mediator does not provide legal advice or legal counsel. When a party agrees to mediation, it is not a waiver of the right to proceed with the informal investigation of the allegations in the complaint.

The mediator will work with the parties to design the best format for the parties. It could be that the interests of the parties are best served by conducting the mediation through a series of phone calls or it could be that in-person mediation is the better option. Regardless of the format, if you have specific needs for mediation, including reasonable accommodations, please consult with the assigned mediator.

During typical in-person mediation, the mediator may begin with an opening statement about how the mediation conference will be conducted. Then the charging party will be given an opportunity to explain his or her grounds for the complaint and the type of remedy that is requested. Then the respondent will be given an opportunity to respond to the charging party’s statements. Meeting together or separately, the mediator will then ask questions and attempt to clarify each party’s position. Ultimately, the goal of the mediator is to assist the parties’ discussion of a mutually satisfactory resolution.

The terms of resolution offer an excellent opportunity for the parties to reach common ground. It could be that the parties agree to some sort of monetary amount in order to reach a resolution. This money could be for back pay, front pay, and/or emotional distress. That said, there are a variety of non-monetary terms that may prove useful in reaching a resolution. For example, a party may simply want recognition of being wronged or a neutral reference. A charging party may want or a respondent may offer to change existing policies or to train staff on the topic of discrimination. In the employment setting, if it is feasible for the employer, a charging party may request reassignment or reinstatement, or perhaps additional training.
If both parties keep an open mind and are prepared to discuss a variety of options, this increases the odds of a satisfactory resolution.

Either party may bring to the mediation conference a representative or legal counsel (subject to negotiated agreements for bargaining unit employees) and should inform the mediator about a representative in advance.

If a settlement is reached, the mediator will draft a voluntary resolution agreement acceptable to all parties and, if present, their representatives. Each party should have full authority to settle at the mediation conference, however, in limited circumstances, appropriate management or legal personnel often review and approve the terms before they are effective. A signed agreement is legally binding on the parties.

Matters discussed in private with the mediator are kept confidential and will not be disclosed without permission. Mediators are bound by law not to disclose this information voluntarily. Few rare exceptions to this rule exist, e.g., if you say that you committed a criminal offence or act of fraud, waste, or abuse, or you plan to commit a violent physical act, the mediator may have to share this information with appropriate authorities.

Mediation sessions are neither tape-recorded nor transcribed; after the session, notes and document copies are destroyed.

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