Resolving employment disputes effectively and quickly is crucial for any type of business. Poor inter-office relationships will not only lead to workplace animosity and poor performance, but also very expensive and drawn out litigations. It is usually a very fine line when trying to solve a dispute and keep everyone happy. Therefore, if you are a business owner, you should be capable of resolving any issues internally. by keeping everyone satisfied.
There is hardly anything worse than having all kinds of unresolved conflicts taking place in the workplace, whether they are between employees and managers, or employees themselves. To resolve them quickly and efficiently, we will try to help you by outlining some of the ways to solve employment disputes.
1. Make the entire process organized and clear
If an employee has any kind of personal grievance, they should raise that grievance within 90 days of the action that caused the dispute. In order to make it easier for the employees, and to properly address all the disputes, you must ensure that all those involved are fully aware and familiar with the dispute resolution process. Make sure to outline the process in employee contracts and have them included in employee handbooks and other related literature.
2. Organize an initial meeting
Almost every serious employee dispute starts off with an employee writing and submitting a written complaint. However, there are still those that prefer verbal complaints, so as to prevent a situation from deteriorating. Once that happens, you should organize a meeting between the sides involved in the dispute as soon as possible. The main purpose of this meeting should be to identify the root of the problem, and what each party looks to achieve with the resolution. If the problem cannot be resolved due to the fact that it pertains to another staff member, a mediation is needed.
3. Encourage and promote in-person conversation
In most cases, a problem can be very difficult to permanently solve without real, face-to-face conversation. By that, we mean no SMS messages, social media, emails, and so on. Whether over phone or live, in person, you will have much greater chances of reaching a solution by observing an employee’s body language or determining the tone of their voice.
4. The mediation
The purpose of mediation is to allow the parties to voice their concerns and try to come with appropriate solutions to the problem. The job of the mediator will be to control and guide the discussion, as well as let everyone be heard. Giving those, who are involved in the dispute, an opportunity to settle their problems on their own, in a well-controlled environment, is usually the key to solving the majority of employment disputes.
5. Make sure to allow third-party support
If one of the parties decides to rely on the services of a legal representative, in order to handle the dispute, protect yourself in the process, but also make them feel comfortable about the fact that they have called on legal support. You can also seek your own legal support if you wish, as legal support on all the involved sides can be highly constructive and helpful in coming up with the best solution.
6. Avoiding litigation
In order to avoid litigation, which can be very expensive for all sides, try hiring an employment law expert. This specialist will solve all employment dispute issues, at a fraction of the litigation costs. This way, you will not only avoid huge expenses but also show your employees that you are willing to help them and maintain good interpersonal relationships.