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Employee
/ Employer Mediation |
| Employer-employee relationships
can be governed by individual written contracts, union contracts, verbal
agreements and even non-verbalized expectations of either or both. No
matter how the contract is structured or assumed, there is generally a
power differential between the two parties. This power differential will
impact problem resolution.
Conflicts between employer and employee can be resolved in different ways. The employer can use the power of his/her position and dictate a solution. Or, both sides can rely on whatever expectations were noted in the written contract or assumed in the verbal contract. Conflict in union contract situations is usually resolved around contract language. Forced resolutions (i.e.
not negotiated) have short comings that sometimes perpetuate, rather
than resolve issues. They last only until the next incident reactivates
the conflict, then another effort at resolution ensues. The pattern
then continues. Mediation considers and builds on the long term outcomes
of the resolution. It helps define and articulate shared goals, and
build consensus. The problem needs to be resolved to the mutual satisfaction
of both sides now, and resolved so that it will not keep repeating itself
either in the same way or a disguised way. |
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