Sally Jetson & Associates
Mt Lawley Professional Centre

Maintaining the presence of trained Harassment Contact Officers and Workplace Grievance Officers can be costly and resource intensive.

We can provide the function of contact and grievance officers in the way that best suits you, whether on site or at our offices, fee for service or retainer.

We offer an EAP model of service, or just-in-time services. You can rest assured that we will:

• Provide a highly professional service at first point of contact;
• Identify the nature of the problem;
• Properly assess the seriousness and urgency of the presenting matter;
• Observe all relevant legal and professional requirements including confidentiality, due process, vicarious liability, reasonable steps and duty of care.

Our benchmark is the standard applied to
matters that have the potential
to become legal or commission matters.

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Alternative Dispute Resolution Services

Sally Jetson & Associates provides alternative conflict and dispute resolution processes. Options include mediation, facilitated negotiation, conciliation and problem-solving forums.

Sometimes a client has already decided what form the intervention should take. This is usually in line with their perception of the issue, their preferences and their knowledge of the options available.

In many circumstances we are asked to provide face-to-face mediation on matters that are clearly beyond mediation or are more suited to a performance management approach.

We will conduct a thorough assessment, identify the nature of the problem and outline those interventions most suited to resolving the matter.

The Key to Good Outcome Is Thorough Assessment

The important message here is to conduct a thorough assessment before deciding what to do. While this requires an investment of time, it will pay off when the issue is properly managed and resolved.

Only some matters are suitable for third-party assistance. This assistance would come in the form of conciliation, negotiation, mediation, investigation or inquiry.

In assessing such matters, managers need to be clear about issues that are best suited to performance management. That is, our message is that third party interventions are no substitute for proper management of work performance or workplace behaviour issues especially when costs and due process are considered.

The following checklist to help you decide if mediation is an option, or whether you need to consider alternative interventions in your circumstances.

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When to Mediate

The items listed serve as a guideline; however, consider the specific needs of the parties and the situation and consult with others for advice if necessary.

When to Mediate

When Not To Mediate

When confidentiality is important. When a speedy outcome is desired. Where there is no power imbalance. When the issues are not of concern to the wider organisation or society (precedent setting). When parties are in a fit condition to participate. Where there are no difficult questions of fact. When there is trust in, and agreement to, the mediator. Where there is sufficient goodwill. Where the mediator is qualified, suitable and accountable.

When the law has been broken. Where behaviour has violated laws, award, conditions or organisational policy. Where parties other than those mediating are liable for the consequences of a breach of any agreements that are outcomes of the mediation process. (eg, duty of care or vicarious liability) Where one party has formal authority over the contract of employment of the other and can subject that party to an employment detriment. When parties hold deeply entrenched positions (deep seated values, preferences and prejudices that keep them entrenched in ‘argument’ mode –v- ‘exploration’ mode.) When there is a track record of dispute. When there is an avoidance of performance management responsibilities by management. When a power balance exists that cannot be redressed. When it is not the organisation’s responsibility to manage the conflict (ie, the matter is not work-related in any way) When blame is the likely outcome of a failed mediation.

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Mt Lawley Professional Centre
training & meeting rooms & facilities available
Meeting facilities for 20
+
Private Consulting Room




• Are you looking for a venue with character?
• Need a space for seminars or groupwork?
• Need a meeting, counselling or coaching space?
• What about a venue for health and wellbeing activities?
• Available during the day, evenings and weekends.
FOR HIRE
- coaching
- counselling
- meeting room

To ensure that we can always offer you the very best service we maintain close working relationships with qualified, respected and highly experienced practitioner organisations including:

The Corporate Soul Pty Ltd
www.corporatesoul.com.au
gail@corporatesoul.com.au
Helping You Develop a Leaderful Organisation¨

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Services and Training:
Bullying
Bullying Awareness Training
EEO Training
Harassment
Sexual Harassment
Discrimination
Grievance Management
Grievance Officer Training
Contact Officer Training
Mediation
Mediation Training
Workplace Investigations
Investigations Training
Behaviour Coaching
Training Packages

Ph: (618) 9370 4014 Fax (618) 9370 1722
info@jetson.net.au
PO Box 243 Mt Lawley Western Australia 6929
ABN 24 075 290 130
Bullying, Harassment, Mediation, EEO, Investigation Training, Contact Officer Training, Grievance Officer Training and Workplace Conflict and Behaviour Services in Perth Western Australia