Those employers looking to reduce healthcare costs, especially in light of new costs associated with The Paul Wellstone and Pete Domenici Mental Health Parity and Addiction Equity Act of 2008 (“MHPA”), should consider adding an Employee Mediation Benefit (EMB) to their existing benefits.
Mediation is a form of alternative dispute resolution that can be utilized in virtually any conflict. The issues appropriate for mediation include those conflicts typically litigated such as divorce, custody disputes, probate issues, business and contract disputes, and other civil matters; as well as other disruptive conflicts such as prenuptial agreements and workplace conflicts.
Incorporating an EMB into existing health and wellness benefit programs, gives employees and their families a means of addressing stress-inducing circumstances quickly and effectively.
- Instead of a protracted divorce process resulting in ongoing conflict, worry, uncertainty, anger, and suspicion – a mediated divorce is settled within a matter of hours allowing both parties to move forward without any additional distress.
- Workplace conflicts, which so often result in intense anxiety and somatic complaints, are addressed proactively and effectively. Reducing the likelihood of increased conflict or productivity issues.
Mediation is an optimal means of intervention as it allows those involved in the dispute or conflict to create a resolution that they agree with. In other words no one loses, and everybody wines. Intervention is focused on finding areas agreement and building from those points.
Mediation is efficient. Most cases are resolved within a matter of hours. Those choosing to participate in mediation experience an efficient resolution which results in decreased likelihood of present or future stress; which ultimately mitigates the health affects of stressful life events.
CFR’s Employee Mediation Benefit can be offered to employees and their families for free. Contact us to find out about your options.