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This document outlines the mediation policy at Fayetteville State University designed to help faculty and non-faculty EPA employees resolve disputes without resorting to formal grievance processes.

How to fill out mediation policy for faculty

How to fill out MEDIATION POLICY FOR FACULTY AND EPA NON-FACULTY EMPLOYEES

1. Read the mediation policy document thoroughly to understand its purpose and context.
2. Gather necessary information about the faculty or EPA non-faculty employee involved in the dispute.
3. Identify the parties involved in the mediation process.
4. Fill out the basic information section, including names, titles, and contact information of the parties.
5. Describe the nature of the dispute clearly and concisely in the designated section.
6. Provide any relevant documentation or evidence that supports the mediation request.
7. Specify the desired outcome or resolution you are seeking through mediation.
8. Sign and date the mediation policy form to confirm the accuracy of the information provided.
9. Submit the completed form to the appropriate office or individual as indicated in the guidelines.

Who needs MEDIATION POLICY FOR FACULTY AND EPA NON-FACULTY EMPLOYEES?

1. Faculty members who are experiencing conflicts or disputes.
2. EPA non-faculty employees facing workplace conflicts.
3. Human resources personnel responsible for conflict resolution.
4. Administrators overseeing faculty and employee relations.
5. Legal counsel dealing with employment issues within the institution.

People Also Ask about

Where mediation is not appropriate?

Mediation will not be appropriate if there are issues of harm concerning your child, for example allegations of sexual or physical abuse, and/or you have experienced domestic violence, or if there is an imbalance of power within the relationship, for example, because you have a disability or because English is not your

When not to use mediation at work?

Mediation is essentially a way to mend relationships when there is a disagreement at work. This means that it is not usually appropriate for legal or contractual issues such as benefit and pay disputes, nor any disputes around misconduct or poor performance that could potentially lead to an employee's dismissal.

What are disadvantages of mediation in the workplace?

However, the disadvantages include non-binding agreements, potential power imbalances, limited legal protection, and the risk of unequal participation, where one party may dominate the process. If you are facing a business dispute, you may want to consider mediation instead of taking your case to court.

When would mediation not be appropriate?

Examples of when mediation would be inappropriate are in cases involving applicants for employment, former employees, alleged violence, egregious harassment, adverse actions, class actions, when authoritative resolution of a matter is required in precedent-setting cases, when the matter in dispute has significant

When not to use mediation in the workplace?

If the conflict is interpersonal or involves low level workplace misconduct, a mediation is preferred. If a complaint is about a workplace right or grievance, such as allegations of bullying or harassment, or involves allegations of serious misconduct, then an investigation should be considered.

What are the 5 steps of mediation?

These include the preliminary, preparation, information, negotiation and closing steps. Since mediation is a facilitated negotiation, success hinges on an attorney being well aware of each step and acting to maximize results through sensitivity to proper and full use of them.

What is the mediation policy in the workplace?

Mediation in the workplace is a voluntary process that should be led by an impartial third party, meaning they are not involved in the matter and do not take sides. It is often described as an “informal” process because it is less formal than disciplinary or grievance procedures.

What to say and what not to say in mediation?

8 Essential Tips on What Not to Say During Mediation Avoid Being Disrespectful. Don't Lie. Don't Make Threats or Ultimatums. Don't Refuse to Participate. Don't Use Always or Never Statements. Don't Introduce New Evidence or Information. Don't Ask for More Money. Don't Discuss Irrelevant Issues.

For pdfFiller’s FAQs

What is MEDIATION POLICY FOR FACULTY AND EPA NON-FACULTY EMPLOYEES?

The Mediation Policy for Faculty and EPA Non-Faculty Employees is a framework established by an institution to resolve disputes and conflicts in a constructive manner between faculty and non-faculty employees, aiming to promote effective communication and resolution without resorting to formal disciplinary procedures.

Who is required to file MEDIATION POLICY FOR FACULTY AND EPA NON-FACULTY EMPLOYEES?

All faculty and EPA (Executive, Administrative, and Professional) non-faculty employees who are involved in disputes or conflicts that fall under the scope of this policy are required to file under it.

How to fill out MEDIATION POLICY FOR FACULTY AND EPA NON-FACULTY EMPLOYEES?

To fill out the Mediation Policy form, individuals should provide their personal information, details about the dispute, any relevant documentation, and a description of the desired outcome. It is crucial to ensure that all sections are completed accurately and submitted to the appropriate mediation office.

What is the purpose of MEDIATION POLICY FOR FACULTY AND EPA NON-FACULTY EMPLOYEES?

The purpose of the Mediation Policy is to facilitate the resolution of conflicts in a fair and neutral environment, promote understanding and cooperation, and avoid adverse outcomes that could arise from prolonged disputes.

What information must be reported on MEDIATION POLICY FOR FACULTY AND EPA NON-FACULTY EMPLOYEES?

The information that must be reported includes the names of the parties involved, a detailed description of the issue at hand, any prior attempts at resolution, and supporting documentation relevant to the dispute.