Mediation of workplace disputes is rightly praised. It has many
virtues. It is far more likely to preserve employment, it is less
adversarial and speedier than a grievance procedure and the stress
generated is less than in traditional disciplinary methods. A
number of well-known employers have adopted workplace mediation for
these excellent reasons but more should do so.
For any still in doubt there is another compelling reason to use
mediation, rarely voiced but of great value: it can prevent
mischief-making.
Generating an investigation by raising grievances can be very
useful for the aggrieved. The larger and more bureaucratic the
employer the more potentially harmful the process. The individual
complained about is put under pressure and investigated by an
independent person.Findings that can be most embarrassing for an
employer are committed to a record that will very often be made
public in subsequent litigation. If a disciplinary route then
follows more senior
