When a mediation benefit is added to existing wellness programs, the employee is able to resolve the conflict creating the distress, not just cope with it. 

Unlike litigation or other legal intervention, the employee is able to actively participate in the conclusion of the issue and creation of the solution.   This participation in the resolution process mitigates any negative impact the personal stress is creating at work.  In addition, mediation is a far less expensive and drawn out process than litigation.

Employees seeking to address the conflict may seek services through their employer’s existing wellness programs. Existing employee assistance (EAP) interventions are often limited to referral and short term counseling by a therapist or counselor. If a mediation benefit is added, the underlying conflict can be addressed in a manner not otherwise possible. The mediation portion of the the benefit simply furthers the effectiveness of the existing EAP.

Likewise, employees accessing employee mediation benefits may be referred back to their EAP to address any ongoing emotional, legal, financial, or other appropriate issues.

Related Posts:

• Why an Employee Mediation Benefit?
• Responding to Presenteeism
• A Model of an Effective Employee Mediation Benefit
• Limitations of Existing Mediation Referral Programs
• Mediation Services as an Employee Benefit
• Employee Stress & Workplace Conflict

This entry was posted on Tuesday, October 21st, 2008 at 6:59 am and is filed under 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.