Providing an Employee Mediation Benefit through an mediation company (such as CFR) that has designed its program to address the concerns inherent in a mediation benefit is a viable option to most any employer organization.

Employees can access mediation through an mediation company that contracts with independent providers, much as an insurance company or employee assistance program does.  This mediation company acts as a gatekeeper: coordinating the referral to a network provider, educating consumers about mediation services, collecting any fees, authorizing sessions, and paying the providers.

In an effective Employee Mediation Benefit:

• A neutral contact person should coordinate the mediation.
• Cost should not vary from provider to provider.
• Providers should not be apprised of how the mediation is being paid for or otherwise sponsored.
• Parties should not first have to agree on an individual mediator; instead the coordinator makes the referral to the most appropriate plan provider.

Related Posts:

• Why an Employee Mediation Benefit?
• Responding to Presenteeism
• Limitations of Existing Mediation Referral Programs
• Employee Mediation Benefit: Increase EAP Effectiveness
• Mediation Services as an Employee Benefit
• Employee Stress & Workplace Conflict

This entry was posted on Friday, October 24th, 2008 at 12:56 am and is filed under CFR, Employee Benefits, Mediation, Workplace & Business Conflict. You can follow any responses to this entry through the RSS 2.0 feed. Both comments and pings are currently closed.