Case Study: Mediation Post Grievance (Unitary Council) A senior manager raised a grievance against the Head of Service, citing bullying and harassment. The grievance was investigated internally and the case was not upheld. The senior manager appealed, and this was not upheld. The senior manager was off sick throughout the investigation (which took 6 months from the point of raising the grievance to completion of the appeal) due to work related stress. HR approached People Resolutions for guidance on whether mediation might be a suitable intervention at this point in time. People Resolutions recommended a Return to Work Mediation which was agreed by the client. Full resolution was sought in terms of an agreement to return to work. A follow up review was not recommended as it was agreed that the line manager of the Head of Services would carry out this evaluation. A phone call took place three weeks after the mediation by the mediator to both parties to ensure that things were progressing positively and that no further action was needed. This case highlights the issue of time as a factor of escalating conflict. The organisation had to go through a lengthy grievance procedure which, as outlined above, had major cost implications. In addition a key member of their staff was absent for a significant amount of time. Mediation worked as an activity following the grievance process but perhaps it may have been an option to consider at the informal stage of the process.
Please note that the names and organisations of the parties involved have been omitted for confidentiality purposes.
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