Case Studies
Mediation Case Study – Public Sector
THE DISPUTE:
The referral to mediate was initiated by Employee Relations following a formal complaint from Jane, suggesting unfair treatment and exclusion by her manager.
PRE-MEDIATION FINDINGS:
Pre-mediation meetings with both parties revealed that Jane felt disrespected and not engaged in key decisions. She felt Tom was dictatorial, didn’t consult others and was unwilling to see an alternate viewpoint. She felt the credibility she had built up internally was being undermined, but really loved where she worked and wanted to stay.
MEDIATION:
A successful meditation was conducted with both parties.
Read the PDF for the full case study.
Mediation Case Study – Secondary Psych Claim
THE DISPUTE:
John, a Rigger at a large mining firm, sustained a lower back injury. Return to work had been problematic with several unsuccessful attempts, attributed to increased pain.
PRE-MEDIATION FINDINGS:
Individual pre-mediation sessions were held with each party.
MEDIATION:
A successful meditation was conducted with both parties.
Read the PDF for the full case study.
Mediation Case Study – Team
THE DISPUTE:
The team had escalated issues around communication, workload, and Mary’s unwillingness to follow protocol, policies and procedures.
PRE-MEDIATION FINDINGS:
Individual pre-meditation meetings with both Mary and June suggested the problem was more widespread.
ACTIONS:
The Mediator contacted the HR Manager to discuss the potential risk and suggest mediation be expanded to cover remainder of the team and individual pre-mediation to be conducted with all team members.
MEDIATION:
A successful meditation was conducted with all parties, including senior management.
Read the PDF for the full case study.
Mediation Case Study – The Power of Collaboration
A local government employee (Max) sustained a physical injury – the injury itself was common for the type of work he does and he was recovering according to standard recovery timelines. On his return to work with a suitable duties certificate he approached his manager (Ross) who was flustered with morning scheduling. Ross sent him to work in an area he had not had training for. Max thought Ross was dismissive of his medical certification and did not listen to his concerns.
PRE-MEDIATION FINDINGS:
Max requested that his rehabilitation provider attend the pre-mediation discussion for support, as he was anxious about meeting someone new. The mediator quickly developed rapport with Max as he started to provide his perspective.
MEDIATION:
Max was able to clearly share his perspective and have the confidence to correct any misconceptions.
Read the PDF for the full case study.
