Workplace disputes
Two people who still share a schedule, and one conversation they’ve been avoiding
A manager and an employee, two coworkers or a pair of department heads, with a neutral person keeping the talk on the issues.
Some workplace disagreements are about a policy, a promotion or a comment that landed badly. Left alone, they harden into silence and a team that works around two people.
We meet with each person first, then bring them together on a short agenda: what happened, what each needs next, and what working together looks like on Monday.
How it runs
Employers or employees can ask for it
Held on neutral ground, never at either desk
A short written summary for HR files, if you want one
3 hrs
for one session, one flat fee each
A typical path
Three meetings, in this order
- 01
Step 1: A private call with each person
Twenty minutes to say what’s wrong, what you’ve tried and what a good outcome is.
- 02
Step 2: One joint session
About three hours at the table, on a short list of issues you both approve beforehand.
- 03
Step 3: A summary you can both read
One page of what was agreed: who does what, by when, and how you’ll check in.
What employers and employees ask first
Does this replace an HR investigation?
No. Mediation is for people who want to work things out. It doesn’t decide whether a policy was broken and can’t substitute for an investigation your employer owes you.
Who pays the fee?
Each person pays their own share unless an employer agrees in writing to cover it. We bill each person separately, either way.
Can an employee bring a lawyer or a coworker?
A lawyer, yes, or call one between sessions. A support person is fine if both people agree in advance.
Bring the conversation in from the hallway
A 20-minute call is enough to decide whether mediation is the right step.