|
What
is Mediation?
Mediation is a confidential way to find a solution to a problem
between people. A trained person who doesn't take sides (the mediator)
meets with the people who are experiencing the conflict, and helps
them to talk about how the conflict has affected them, hear each
others' points of view, clarify the issues, identify common interests,
generate resolution options, design a collaborative strategy that
will resolve the problem, and articulate the steps they will take
to implement their agreement. Mediation is particularly well suited
for concrete disputes between two or three people, and focuses on
producing a clear plan for resolving the problem.
Who Comes to a Mediation
Session?
The intention of mediation is to give people who are involved in
a dispute an opportunity to meet face-to-face in a safe and structured
setting, to gain a greater understanding of one another's positions,
and to develop an agreement for how to resolve the problem and move
forward. Therefore, the primary disputing persons in mediation are
asked to speak and negotiate for themselves. On occasion, these
people may wish to bring others for support, advice, or decision-making
authority. These additional individuals will only be allowed in
the mediation session if all of the primary disputing persons agree
to their participation.
CEDRS Mediation Is . . .
- Informal—Mediation is a way to have private, off-the-record
conversations, allowing people involved in a dispute to explore
their concerns and identify possible solutions.
- Effective—Mediation focuses on what can be done
in the future to address everyone's needs and resolve the problems
that led to the dispute.
- Neutral—Mediators are not judges and they do not
conduct hearings, find fault, decide outcomes, or impose penalties.
Neutral mediators help those in conflict to imagine, design, and
implement their own collaborative solutions.
- Free—Absolutely.
- Private & Confidential—The mediation process
offers a safe and open environment to talk about concerns and
to explore resolution options. All mediators are ethically bound
to standards of confidentiality. The mediators and staff of the
CEDRS program will not share any information that is disclosed
to them unless they are required to do so by law or judicial order,
or unless the person sharing the information authorizes the disclosure.
Participants agree at the outset to keep what happens in the mediation
confidential.
Who can use CEDRS
Services?
Any employee may request CEDRS to help resolve a workplace conflict.
Supervisors are especially encouraged to make use of this program,
and are authorized to permit employees to participate in these services
on work time.
CEDRS may be Especially
Helpful for:
- Disputes, communication break-downs, and "personality conflicts"
between supervisors & subordinates, co-workers, or colleagues;
- Frustrations and disagreements related to perceived unfairness
or lack of clarity or consensus regarding mission, vision, work
assignments, goals, evaluations or expectations;
- Interdepartmental conflicts.
Some examples of circumstances where CEDRS services will generally
not be appropriate are:
- Disputes primarily related to the interpretation of a collective
bargaining agreement,
- Cases involving claims of sexual harassment or employment discrimination,
- Cases involving some types of discipline and/or discharge for
misconduct, criminal charges or serious threats to persons or
property.
Prohibition of
Retaliation:
University policy prohibits retaliation against any person solely
for requesting or participating in a facilitated dispute resolution
process, or for raising an issue during mediation or conferencing.
Enforceability
of Agreements:
Mediated agreements between supervisors and their subordinates-that
do not violate University policy, State or Federal law, or any relevant
collective bargaining agreement-will be considered binding. Therefore,
it is important that supervisors who come to the table have the
authority to enter into a settlement, or have access to such authority
during the mediated session if necessary, and that all parties make
a good faith effort to uphold their agreements.
How do I get Started using
CEDRS?
Contact CEDRS at (269) 387-3406. CEDRS staff will provide a confidential
consultation about your situation, and will help you choose which
CEDRS service or other available resolution option may be of most
assistance to you. If you choose to use one of our facilitated services,
and our staff determines that your case is appropriate, CEDRS will
contact all participants, will explain our services, and will encourage
participation in the mediation or community conference. If all those
involved agree to participate, impartial mediators are assigned
to the case, and a one-to-three hour session is scheduled. Cases
are often resolved during the first session.
Further Information
About CEDRS:
The full text of the policy
document outlining the scope, services, and protections of WMU's
CEDRS program is available online.
Nondiscrimination Policy
It is the policy and commitment of Western Michigan University
not to discriminate on the basis of race, sex, age, color, national
origin, height, weight, marital status, sexual orientation, religion,
handicap, or Veteran status in its educational programs, activities,
admissions, or employment policies in accordance with Title VII
of the 1972 Education Amendments, Executive Order 11246 as amended,
Section 504 of the Rehabilitation Act of 1973, Americans with Disabilities
Act, and all other pertinent state and federal regulations.
For
more information or
to schedule an appointment,
contact:
 |
Dale Anderson, CEDRS Program Coordinator
|
The CEDRS staff is available from 8 a.m. to
6 p.m. Monday through Friday. If you don't reach our staff directly,
please leave a message. We will return your call promptly, and will
work to schedule your private consultation, appointment, mediation,
or community conference at a time that is convenient for you. |
