Lots of people aren’t 100% happy about where they work or the working conditions they have to work under. Similarly while employers do all they can to create a good working environment it is a hard task to create one that every employee will be happy with.
There is a big difference between having minor niggles about small things and a formal dispute. What can be done in the latter situation?
It is obvious that in situations where alleged discrimination or unfair dismissal is involved, it is imperative that things are resolved to the satisfaction of both parties as soon as possible. Often the employer and employee can do that by using workplace discipline, grievance or appeal procedures. However, sometimes both parties can be emotional and want to protect their own interests, and in these circumstances any meetings between the people concerned can be highly charged.
So what can be done to make sure the situation is resolved amicably?
Often the best thing is to use an independent third party to help both sides come to a reasonable and well thought out solution. They will listen to the concerns of both sides and then try to help them reach a solution that will satisfy them both.
Needless to say no business wants to go to a tribunal if a resolution can be reached instead. Where the employer and employee have not been able to sort out their problem in house, and it’s likely that a tribunal claim will be made, This type of service is also known as a pre-claim conciliation service
There are clear benefits to using the pre-claim conciliation service as far as businesses are concerned. Litigation can be costly and take up a great deal of management time. It often also saps morale among other workers and leads to further workplace conflicts in the long term. Yet it can be avoided in many cases simply by going down the pre-claim conciliation route.
The reason this method so often works is because the company which acts as a mediator has no vested interest in the dispute. He or she will be entirely impartial, and does not make decisions or comment on the merits of the potential claim. The conciliator’s job is simply to help the people involved to find their own solution, ensuring that there is a much better chance of reaching a successful conclusion.
If both the employee and the employer want to conciliate, there is a very good chance that the situation will be resolved in a way that they will both find acceptable. A conciliation service also leads to a much faster conclusion in most cases – and that is a distinct advantage for everyone who finds themselves in a potentially sticky situation at work, regardless of whether they are the employer or the employee.
Andrew Regan writes for a digital marketing agency. This article has been commissioned by a client of said agency. This article is not designed to promote, but should be considered professional content.