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Mediation Policies and Procedures

Bounce Fitness promotes a healthy work environment by encouraging staff to resolve conflicts promptly and fairly, with mediation available for serious disputes. Supervisors and HR officers are trained in mediation, and confidentiality is maintained throughout the process. Documentation is required at each step, and staff involved in mediation must stay updated on relevant policies and regulations.

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Ivan Roberto
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14 views2 pages

Mediation Policies and Procedures

Bounce Fitness promotes a healthy work environment by encouraging staff to resolve conflicts promptly and fairly, with mediation available for serious disputes. Supervisors and HR officers are trained in mediation, and confidentiality is maintained throughout the process. Documentation is required at each step, and staff involved in mediation must stay updated on relevant policies and regulations.

Uploaded by

Ivan Roberto
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Mediation Policies

• Bounce Fitness is committed to maintaining a healthy working relationship among its staff
members. All staff members are encouraged to resolve all conflicts immediately, before they
escalate into more serious issues.

• Bounce Fitness believes in fairness and discourages staff members from demonstrating biases
for or against other staff members, which may affect the quality of their work.

• Bounce Fitness recognises that some conflicts may be more serious in nature and may require
the help of a mediator to resolve. Staff members in the supervisory position (i.e. department
supervisors) as well as all Human Resource Officers will be trained in industry best practice to
effectively carry out mediation procedures.

• It is only when issues have escalated to such a degree that it bears legal implications that the
dispute will be referred to external mediators or – in serious cases – lawyers.

• Privacy and confidentiality will be upheld throughout the mediation process.

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Mediation Procedures
• Disputing parties may request for a mediator to handle the dispute by sending a request to the
Human Resources department (HR). Only one of the disputing parties need to contact HR.

• Upon receiving the request, HR will assign a mediator to the case.

• The mediator must obtain the agreement and willingness of ALL parties in dispute to cooperate
before proceeding with the formal mediation process.

• Agreement and willingness to participate in the mediation must be documented through the
Bounce Fitness Mediation Agreement Form.

• The discussions of all meetings – with individual parties or otherwise - must be documented
through the Bounce Fitness Mediation Meeting Minutes.

• The outcome of the meeting must be documented in writing. A written document or email must
be sent to all parties involved, outlining the resolution of the dispute and all actions or changes
in working conditions that may result.

• A printed copy of all documents produced during the mediation process – including the Mediation
Agreement Form – must be submitted to the HR department for filing.

• A formal documentation of the mediation must be recoded using the Bounce Fitness Workplace
Mediation Record Sheet. This document must be submitted to the HR department for filing.

• All issues and topics discussed during the mediation process must be kept confidential within
the relevant parties only. A breach in confidentiality may yield consequences for the offending
party.

Other Requirements
• All staff members whose roles involve carrying out mediation procedures must regularly (at least
bi-annually) be updated of all Bounce Fitness policies and procedures and relevant legislations,
regulations, and industry standards.

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