• Family Mediation

It is sometimes helpful to get independent legal advice before you start mediation or have a Workplace Harassment Investigation to know what might be fair for you under the law. We recommend you get independent legal advice before making an agreement.

 There are many ways to set up mediation, depending on your needs. Often, both people are in the room with the mediator, but in some cases, this might not be appropriate. There are also options for modified processes such as “shuttle mediation,” where the mediator goes back and forth between both people or distance mediation, where the mediation takes place over the phone or the Internet. 

You can get a mediator to try to solve your dispute out of court. If you go to court, a judge can order you to try mediation to see if you can come to an agreement.

 Family law mediators must meet Family Law Act minimum training and practice standards. They must have at least two years experience in a family-related field and take specified training in family law, mediation theory and skills development, and family violence.

• Business Mediation & or Workplace Harassment Investigation

 I can combine workplace harassment investigations and mediation into the same service if that is what is best for all parties involved. 

Transforming Tension into Teamwork: How Mediation Can Enhance Workplace Harmony  

The true cost of small businesses dealing with harassment complaints can be significant and multifaceted. While many small enterprises might perceive harassment issues as minor or manageable, the reality is that ignoring these complaints can lead to severe consequences.

1.Financial Implications: Legal fees, potential settlements, and increased insurance premiums are just the tip of the iceberg. Small businesses could face significant financial burdens if harassment leads to lawsuits or regulatory fines.

2.Employee Turnover: A toxic work environment can result in higher employee turnover. Recruitment and training new staff come with associated costs, and losing experienced employees can hurt productivity and morale.

3.Reputation Damage: Word of harassment complaints can spread quickly, damaging a company's reputation. A negative public image can deter potential clients and customers, leading to lost business opportunities.

4.Productivity Loss: The emotional and psychological toll of harassment can affect employees’ productivity. When issues go unaddressed, it can result in a distracted workforce, leading to decreased performance and efficiency.

5.Recruitment Challenges: Companies known for having a hostile work environment may struggle to attract top talent. This can create a cycle of inadequate staffing and overwork for existing employees, further exacerbating issues.

6.Low Morale: An unresolved harassment issue can lead to a lack of trust in management and decreased employee morale. A disengaged workforce is less likely to be innovative or committed to the company's success.

7.Compliance Risks: Small businesses often have limited resources for compliance, and failing to address harassment properly could lead to violations of labor laws, resulting in additional costs and hurdles.

8.Mediation Benefits: Investing time and resources in mediation can help address issues early, creating a safe environment for employees to voice concerns. This proactive approach can save businesses from greater costs associated with litigation and workplace disruption.

In conclusion, the hidden costs of ignoring harassment in small enterprises can far exceed any immediate burden of addressing complaints. By prioritizing mediation and creating a healthy work environment, businesses can protect their resources, reputation, and their most valuable asset: their employees.

Rates:

Hourly.............$150.00

Daily(more than 6 hours).....$750.00

Mediation

What to Expect:

• Free, no-obligation initial contact where we will discuss my fees. I will require contact information for all involved.

• Pre-mediation: Separate meetings with each party to discuss what to expect in mediation and to listen to expectations. At this point, we will discuss the agreement to mediate.

• Joint Sessions: This can take some time but it's a process allowing all to have an opportunity to speak and express their desired expectations.

• Creation of a Memorandum of Understanding: a non-binding agreement for both parties to take for legal guidance and further court orders.

Workplace Harassment Investigation

What to Expect:

• Free, no-obligation initial contact where we will discuss my fees. I will require contact information for all involved.

• Review all submitted complaints and rebuttals.

• Issue notices for interviews with all pertinent information to the complainant/ respondent and witness.

• Provide the employer with full written findings of the investigation and recommendations if desired from the employer.