When employees have disputes with their employers and file a complaint, employers may want to consider an attorney-led mediation process. This can help resolve the disputes so that both parties can focus on their business relationship without the hassle of a court case.
There are some major benefits to mediation under Pennsylvania law that employers may want to consider when deciding how to proceed. Per the Pennsylvania Human Relations Commission (PHRA), they include the following:
- It’s confidential. Notes are not taken during the session. Nothing that is said or presented goes on the public record. Not only does this keep the case from negatively impacting the company’s image, but it means that employees and employers alike can speak their minds.
- It’s voluntary. No one is forced to be there. This means that employees who attend really want to be there and want to find a solution. That’s the type of attitude that helps employers work with them to an easy resolution.
- It’s not an admission of any type of guilt. This is true even if the company decides to offer a settlement to the employee. Even doing so doesn’t mean the company has admitted any wrongdoing at the state or federal level.
- It’s creative. The two parties can work together to find a solution that they both like, rather than being governed by legal precedents and past decisions.
- It’s typically quick and convenient. Each case is different, of course, but this is generally one of the fastest ways for employers to settle disputes.
It’s important for employers to know all of their legal options and their rights when moving forward with any type of case.
Source: PA.gov, “Mediation Program,” accessed Jan. 26, 2018