Mediation can be the most effective and efficient way to resolve your workplace disputes.  Angela Zborosky provides services as a labour relations mediator in the following situations:

• Grievance Mediation
• Mediating Human Rights Accommodations
• Private Mediation of other workplace disputes, including those before other administrative tribunals
• Mediating complaints of incompetence and misconduct in self-governing professions

Why Mediation?  Mediation is a consensual problem solving method, designed to focus on parties' needs and interests, with the hope that disputes can be resolved in a manner that is fair and more satisfying than if one were to proceed to an arbitration hearing, other hearings before administrative tribunals, or through the courts.  The benefits of mediation are numerous:

• less costly
• takes into account needs and interests of multiple parties
• less adversarial
• confidential

Mediation is particularly suited to labour relations matters.  Employers and Unions often have a long term relationship to maintain and at the same time, deal with a number of disputes and grievances.  Employers and Unions are often able to resolve grievances during the grievance procedure, but occasionally need to have an arbitrator render a decision.  However, there is another way ... mediating the dispute before proceeding to arbitration with the assistance of a third party mediator. 

When a Third Party Mediator will be Beneficial:  Although Employer and Union representatives are often skilled negotiators and understand the principles of mediation, there are occasions where engaging a third party to mediate your workplace dispute or grievance might be beneficial:

• You wish to maintain a satisfactory ongoing relationship with the other side.
• You represent more than one person’s interests and those interests conflict.
• There is no clear and obvious solution to the grievance. 
• You think it might help to have a “second set of eyes.”
• You, as the representative of a union or employer, are having some difficulty identifying your member’s or organization’s underlying needs and interests.
• You are dealing with a highly emotional client or sensitive issue or client.
• You are having trouble effectively communicating with the other side because of your past dealings or perhaps because you have an acrimonious relationship. 
• You need a knowledgeable person to assist you in developing criteria or an objective measurement against which to evaluate alternatives for settlement. 
• You are dealing with a difficult or unrealistic client. 
• You want to move your problem-solving from “positional bargaining” to “interest-based bargaining” and you need both a framework and a process within which to do that. 
• You are experiencing some form of power imbalance.
• You wish to publicly demonstrate a commitment to resolution, yet not air the details of your dispute publicly.