A. Mediation is an informal and voluntary problem-solving process that promotes constructive and respectful communication for managing conflict between two or more individuals. This confidential process provides one to two impartial mediators who help parties define issues and reach mutually acceptable agreements.

A. Mediation is most effective early in a dispute; however, more prolonged conflicts can also be addressed in mediation, particularly when both parties are interested in resolving the issues. Mediation has been successful in addressing interpersonal dynamics (e.g., one party is perceived as disrespectful by the language, tone, method and/or manner of interactions by the other party) as well as issues which may escalate into a formal complaint and/or discipline process.

A. Mediation is informal and no documentation about what was said during mediation is maintained anywhere. The process is flexible to accommodate different types of issues. Mediation seeks win-win agreements for the parties and you are given the opportunity to discuss the issues from your perspective and hear the other party's perspective in a neutral environment.

A. Mediation typically occurs more quickly than most fact finding complaint processes. Prior to the mediation, a one-hour meeting is scheduled between the mediator(s) and each party separately. All parties later come together in a session typically lasting about 3 hours. Mediation can usually be scheduled within a week and is typically only limited by the availability of the parties.

A. Our process has the flexibility to also address multi-party disputes, including chain of command issues (two colleagues/co-workers and a supervisor); and group issues (several parties that have common issues regarding another party or common issues in group on group situations).

A. Each mediation session is facilitated by a senior mediator who has extensive training and experience in conducting employment mediations. In addition, a co-mediator who is a faculty member, graduate student or staff member trained in mediation may also participate in partnership with a senior mediator.

A. Mediation is confidential and is protected by the California Evidence Code. Mediators may not be subpoenaed to testify about what occurred during mediation. Parties also typically agree to keep information confidential unless both agree to release specific information to other parties. To further safeguard confidentiality, all notes taken during the mediation, including the mediators' notes, are destroyed before the parties leave the room.

A. The session is divided into two parts. During the first part, the mediators ask questions of each party to clarify the issues. In this phase, the parties do not address each other directly, but have the opportunity to hear each other's point of view. During the second part, parties work more directly with each other to reach mutual agreements about interacting and communicating with each other in the future. These agreements are in writing and are only provided to the parties. Neither the mediators nor Mediation Services keep copies of the written agreements.

A. Conflict coaching provides an individual faculty member, graduate student or staff member a forum to describe the conflict from his or her own perspective and generate possible strategies that he/she may initiate to improve the situation, raise issues with the other party and/or identify other resources.

A. You may opt to speak to a senior mediator about strategies for requesting mediation from the other party or Mediation Services can contact the other party on your behalf to express your interest in mediation and explain our process.

A. Mediation is not part of the formal grievance process. Parties may choose to continue the processing of the grievance or put it on hold while parties try mediation. Typically mediation can occur more quickly than the time required to process grievances and other formal complaints. If mediation successfully addresses those issues, parties often agree to withdraw the grievance or complaint. If mediation is unsuccessful, parties may opt to continue with the formal complaint.