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crack per winzip 32 Mediation is a confidential process where a neutral, non-judgemental third party brings the parties in conflict together in a safe environment to facilitate open and honest dialogue as a first step in helping the parties find mutually agreed solutions. This approach operates outside of any formal dispute or grievance procedures and is entered into voluntarily by both parties. It is best attempted before the situation escalates into
a formal dispute. Exploring mediation options usually starts with informal discussions with HR advisors or one of the accredited
mediators within the College.
verydoc pdf to word converter 2.0 keygen Accredited mediators all have the industry standard National Certificate in Workplace Mediation and participate in regular quality assurance activities.
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Key areas of this policy
- Pre mediation
- Individual meetings
- Joint meetings
- Concluding mediation
- Post mediation
- Terms of Reference
Key roles and responsibilities
|The Mediator||Supports participants to reach a resolution and to remain impartial|
|Participants||Enters positively into the process|
|Manager||Promotes mediation as a way of resolving disputes, as and when applicable|
|Human Resources||Advises on the procedure and offer support as relevant|
|All of the above||Maintains confidentiality|
Frequently asked questions
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crack vcd cutter pro 4.16.8 The process of mediation is entirely confidential. Any notes or records made by the mediator during the process will be destroyed after the process concludes. The mediator will not divulge any confidences that are shared unless given permission to do so. The one exception to this is where the mediator reasonably considers that the safety of any person is or may be at serious risk. Should this happen the mediation process will be stopped and Mediators will alert Human Resources.
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- The costs are lower
- It avoids damage to the relationships within a team which could be caused by an internal investigation of a complaint
- The process is entirely confidential
- The process is actively managed by the parties
- Various options to achieve the resolution can be explored and tested
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- A decision about right or wrong is needed, for example where there is a possible disciplinary offence
- The individual bringing a discrimination or harassment case wants it investigated
- The parties do not have the power to settle the issue
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