Services
Our Services
FAIR
INDEPENDENT
THOROUGH
Workplace Investigations
Resource Employee Relations has conducted over one hundred independent workplace investigations under Trust in Care, Dignity at Work, Protected Disclosure and Disciplinary Procedures in over forty employments across the health, voluntary, education, local government and private sectors.
FEATURES
Investigation Snapshot
Organisational preparation
• Decide if an investigation is necessary
• Establish terms of reference – the rules that the investigation will follow, including precisely what needs to be investigated
• Choose an appropriate investigator
Investigator Preparation
• Draft an investigation plan
• Identify who might need to be called to an investigation meeting
• Identify what evidence might need to be gathered – and how to get it
• Contact parties involved in the matter
Investigation meetings
• Establish who can accompany employees at the meeting
• Plan what questions need to be asked
• Interview the parties involved and any relevant witnesses
• Handle reluctant witnesses or refusals to meet appropriately
Gathering evidence
• Arrange and agree witness statements
• Collect any relevant written records and documents e.g. timesheets
• Collect any relevant and appropriate physical evidence e.g. CCTV
• Adhere to GDPR
Writing an investigation report
• Plan the structure of the report –
• Report what is likely to have happened – the balance of probabilities
• Make a recommendation where requested
Post-investigation
• Submit the report and conclude the investigator role
• Retain the report for an appropriate period of time
Workplace Mediation
Works
Using accredited, qualified and/or experienced workplace mediators, we have conducted dozens of workplace mediations on an independent basis using modern and effective dispute resolution methods.
Contact us at 00 353 1 8352549
Mediation
Mediation is a process whereby an independent, neutral Mediator(s) assists the parties to come to agreement through a collaborative process. The Mediator’s role is non-judgmental and non- directive. The Mediator is neither judge nor arbitrator and does not adjudicate or give decisions on the rights or wrongs of the actions of the parties. The Mediator supports the parties in identifying their issues and needs and in exploring how those needs can be addressed and how they might come to agreement. (Mediators Institute of Ireland (MII) Definition of Mediation)
Overview
Workplace Mediation provides a confidential and safe environment for the parties to air their issues and concerns with the other party at first hand and to hear the complaints, issues and concerns that are being made against them. The content of the mediation is confidential to the parties and the Mediator and can only be shared with a third party with the expressed permission of all parties except where natural disclosure would occur. In mediations between employees, arrangements for provision of reports to the employer will be agreed from the outset. The parties and the Mediator agree the terms of the mediation prior to the commencement of the mediation. The MII recognises that there are many schools of mediation and the MII does not advocate any one approach or process over another. The format of the mediation process may vary depending on the Mediator and the type of dispute. Sometimes there are pre-mediation meetings and sometimes the parties spend most of the mediation in the same room and in other cases the parties may never be in the same room or for only a very small part of the mediation.
Process
Where there are pre-mediation meetings, they are generally one-on-one meetings where the Mediator meets separately with each party to explain the process, get an overview of the situation and ascertain the ability and willingness of each party to engage in a mediated intervention. If the parties are to be represented during the mediation, the Mediator may meet those parties who will attend in a support capacity at this stage, e.g. union representatives, lawyers, supporters. Where all parties have agreed to engage, a written Agreement to Mediate will be discussed and agreed between the parties and the Mediator and it will set out amongst other things that the mediation is confidential, that it is a voluntary process and that any party or the Mediator may leave the process at any time. Sometimes the Agreement to Mediate is agreed and signed before the day of the mediation and on other occasions it will be signed at the start of the mediation. Except where a third party is paying the fees of the mediation, the Mediator and the parties should agree the fees before the start of the mediation. While the parties control the content of the mediation, the Mediator is responsible for the process and during the course of the mediation will work with the parties - sometimes in joint and sometimes in separate sessions. The mediation process improves communication, narrows outstanding issues and defines areas of agreement, leading to successful resolution in about 80% of cases. Where full agreement is not reached, generally parts of the dispute are resolved, leaving fewer or less extreme differences to be resolved.
Dispute Resolution:
WORKING TOGETHER TO RESOLVE ISSUES
We work with you to come up with the very best solutions for your challenges!
01
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Less Adversarial
Mediation is an interest-based process based on consensus and collaborative agreement.
Lower Cost
Both in monetary and personal terms, mediation is inexpensive compared to rights- based interventions.
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04
Preservation of Relationships
Mediation provides lasting solutions where there is an ongoing relationship & places emphasis on future interactions.
Control
Mediation belongs to the Parties. The disputing Parties control the content and outcome of the mediation.
Creative Solutions
Mediation allows for creative solutions which may not be available in rights-based
processes.
Protection of Privacy
The confidential nature of mediation allows the Parties to negotiate freely and productively without fear of publicity.
Swift Settlement
Mediation can be scheduled soon after a dispute arises and following the pre- mediation meetings, can often be concluded in a single day.
Preservation of Options
Engagement in a mediated intervention does not preclude participation in a different dispute resolution process.
Low Risk
Settlement potential is high and there are benefits to participating in the process for
Advice & Support
Advice & Support
All Employees and Employers Should be aware of the rights of employees under the Employment Equality Acts
Do you need Employee Relations Advice or Support?
Over 30 years assisting Employers and Employees.
Contact us at 00 353 1 8352549
Job Evaluation
Job Evaluation
Independent, Professional Job Analysis and Evaluation.
Assisting organisations to meet legal and ethical ‘equal pay for work of equal value’ obligations
Establishing the relative value or size of jobs, i.e.
internal relativities based on fair, equitable and consistent judgments
Contact us at 00 353 1 8352549
About Us
Resource draws upon over 30 years’ experience in employee and industrial relations, conflict resolution and partnership.
Since 2001 we have assisted a range of large and small organisations in the resolution of employee relations issues through the use of modern dispute resolution techniques in the context of organisational change, industrial relations disputes, interpersonal difficulties and harassment.
Every member of Resource Employee Relations
is an experienced professional who brings distinct strengths and specialities to the company. We work together as team to make sure that your project has the skill sets required to succeed.