Hulton Workplace Resolutions Services

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Mediation is a highly effective and proactive way to resolve workplace disputes and restore healthy workplace relationships. The goal of workplace mediation is more than just settlement. It can be used to support or transform relationships allowing workplace parties to better understand the source of conflict.

 A range of tools and approaches are used to assist workplace parties to manage and resolve conflicts before them become disputes:

• Mediate disputes among employees, between employees and managers
• Peer mediation or facilitation within and between work groups/departments
• Advise on conflict management/resolution system within the organization

Conflict resolution, including mediation,  not only provides a forum to resolve disputes but can also help parties resolve their underlying differences and move forward in a way that reduces the potential for future conflict. 

HWR offers these services in person, virtually, and hybrid models.  

 Wrongful dismissal usually involves disputes about compensation but for the parties involved, it can be a very emotional process.  Wrongful dismissal cases cases can be very costly to litigate or arbitrate. Since the parties are already at the end of the employment relationship, there is little concern for the relationship but negotiations often become very adversarial. 

An employment dispute, particularly when money is the core issue, can be resolved through mediation in a professional, constructive manner with an outcome that is mutually beneficial to both parties. A mediator can help guide the parties to a settlement using early neutral evaluation.

As an experienced employment lawyer, Joy brings the expertise necessary to help parties reach a mediated resolution of wrongful dismissal claims, often within one 6-8 hour session. 

• Resolve wrongful dismissal claims without expense and acrimony often associated with litigation
• Use interest-based negotiations as an alternative to costly litigation or arbitration

Most collective agreements include provision for grievance resolution in advance of arbitration. This is a cost effective means of resolving labour disputes. Parties may choose to mediate several matters in one session.

Joy’s experience in labour law and labour relations allows her to assist workplace parties to resolve grievances without the time and expense of arbitration. Unresolved matters can be referred for arbitration under a structured med/arb model.

• Low risk and low cost alternative to grievance arbitration
• Early resolution to grievances
• Multiple “mini mediation” to resolve matters and narrow issues that require formal dispute resolution

 A 'respectful workplace' policy should include tools/strategies to enhance and support prevention and restoration, in addition to response. Training/education, and other resource tools should include information about the psychological injury caused by harassment, discrimination and bullying, and the signs to look for to see that an individual is the victim of bullying, harassment and/or discrimination. HWR can work with your organization to  establish policies & programs that will help it become and remain a 'respectful workplace.'

HRW conducts workplace investigations, in a fair, transparent, and timely manner,  informed by years of legal expertise. Investigations are conducted in a trauma-informed approach with care and attention to confidentiality and the well-being of all parties. 

HWR is a member of the Association of Workplace Investigators (AWI) and we are trained in trauma informed investigation. 

Workplace Restoration is an effective  response to disruptive events (complaints and investigations). It is equally effective as a proactive or pre-emptive tool .  Restoration can be used to address the impact of unresolved conflict, incivility, and toxicity in the workplace before these factors escalate to formal complaints.

Workplace Restoration provides a framework for building or re-establishing trust, respect, and harmony in the workplace.  

This first step in developing a workplace restoration plan should be to conduct a Workplace Assessment. These assessments are not investigations. They focus on identifying issues and factors that impact the workplace culture and employee experience. Information gathered in the assessment informs recommendations for restorative actions, and provides a basis for monitoring and measuring impact. 

Workplace Assessments are conducted using the 13 Factors of Psychological Safety in the workplace as the foundation. 

At HWR, we offer a range of tools to support workplace restoration, including Workplace Assessments, team facilitation and coaching, and team agreements and charters. 

HWR offers customized training and coaching to support effective conflict management and resolution in the workplace. Training and coaching is available to leaders, individuals, and/or teams in a manner that aligns with and supports the goal of enhancing conflict competence.    

To support organizations, leaders, and team members at every level with effective conflict resolution, HWR has partnered with The On Conflict Leadership Institute to offer the Conflict Competence Program - a training program that includes coaching and support for implementing a simple and practical step-by-step model for how to have difficult conversations. 

The training is easily accessible and includes an initial online portion, followed by customizable coaching, and follow up support.  Training is conducted in three phases:

Phase 1 – Self-Paced Course – Participants receive access to a one-hour self-directed online course on How to Have Difficult Conversations, done at their own pace, supported by a workbook and practical worksheets.  

Phase 2 – Coaching Integration – customized coaching is offered one on one with the leader(s) and/or as a team, in 3 to 6 sessions to help participants learn how to implement the model in their organization.

Phase 3 – Sustained Follow Up - This phase provides a unique opportunity to co-design a program that meets the current needs of the participant(s) to ensure sustained learning. It may include a practice group, training for participants to coach others in the model, and/or support for leaders to apply the model within their own teams.