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Mediation

This section explains the concept of Mediation and defines appropriate situations in which it might be used. Further information about mediation can be found in the Code of Practice and Key Concepts on Grievance.

Reasons to opt for mediation

Formal investigations into grievance or harassment cases can be a valuable way of examining conflict between two or more employees. However, such an approach may also raise expectations that one party will be vindicated and the other condemned. In practice, therefore, such processes may have the unintentional effect of:

  • entrenching attitudes
  • undermining professional relationships and collaborative working
  • fostering an adversarial approach.

QMUL's Code of Practice on Grievance offers mediation as an option. However, in practice it can only be considered if both parties agree to seriously engage in attempting to resolve their dispute.

Information and guidelines about entering into a mediation agreement are contained within the following documents:

Information on Mediation [DOC 45KB]  
Staff Mediation Service Guidelines [DOC 48KB]  
Agreement to Mediate [DOC 44KB]  
Mediation Agreement Template [DOC 24KB]  

 

Further information about mediation can be found in the Code of Practice and Key Concepts on Grievance.

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