Mediation of Employment Disputes
Companies often embark on litigation in resolving employment disputes because management does not properly understand the consequence of such litigation and the psychological effect it may have on the business at hand. Once begun, it is difficult if not impossible to stop. Each step of the litigation process leads to the next. Companies often find themselves resolving cases at the courthouse door after economic, political and emotional costs have all been spent.
When a terminated or current employee makes a claim against his or her employer, it is generally in the interest of both parties to attempt to resolve the matter early. Employment disputes grow out of relationships. There are many issues that need to be addressed other than just legal issues. Existing dispute resolution mechanisms do not address the full range of issues and conflicts that surface in these disputes. Each party in the relationship has particular needs, and Kindtlaw is especially adept at listening to all parties needs and using a combination of facilitative, transformative and personality driven strategies to drive resolution.
Alternative Dispute Resolution in Divorce
Taking the alternative path on your way to separation and divorce is a process that honors the best interests of all members of the family during a difficult transition. Either the mediation or collaborative path offers you and your spouse an Alternative Dispute Resolution (ADR) process. Simply put, ADR offers a path that does not lead to court. Both mediation and collaborative law reflect modern client centered divorce options that will assist you and your family through the divorce process in a respectful and dignified manner.
Mediation and Personality Type
The Myers Briggs model of personality is often used to promote mutual understanding between people. This understanding is aimed at improving interpersonal relationships, and promoting positive attitudes towards people who are different.
How Can Myers Briggs Be Used In Mediation?
- Recognize the reasons for conflict or difficulty, and enabling a two-way discussion of how such difficulties can be overcome
- Affirm the contribution of both parties to the conflict or issue.
- Recognize your needs, and enable you to structure an agreement so that the needs of both parties are met.
- Understand your own communication style, and how you handle conflict
- Appreciate different styles and the unique contributions of individuals with style that differ from yours.