Mediation
Workplace conflicts can affect everyone involved. Mediation through HRS is a voluntary and confidential service available to all University of Montana employees to help resolve workplace disputes in a constructive and respectful way. HRS Client Partners facilitate the mediation process and can help you determine whether mediation is right for your situation.
Who This Applies To
Faculty | Staff | Contracts
What is mediation?
Mediation is a structured conversation facilitated by a neutral mediator. The mediator does not make decisions or take sides. Instead, they help each person communicate their concerns clearly and work toward a resolution that both parties agree to. All discussions are held in confidence by the mediator and the participants. Supervisors of participants may need to be informed, depending on the topic and content of the conflict and mediation efforts.
When successful, mediation produces a written agreement signed by each participant and kept in force by the parties themselves. Mediation can help strengthen working relationships, improve communication, and restore a productive work environment.
Mediation may be appropriate for situations such as:
- Interpersonal conflicts between colleagues
- Breakdown in communication between employees or between an employee and supervisor
- Perceived inequities in how work is assigned or how employees are treated
- Disagreements about procedures or processes
- Concerns about workplace dynamics or team productivity
Mediation is voluntary. Both parties must be willing to participate for the process to proceed. If you are unsure whether mediation is appropriate for your situation, contact an HRS Client Partner to discuss your options.
Process
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Any of the following may initiate a request for mediation services:
- An employee directly involved in a conflict
- A supervisor, director, or department head referring employees to the service
- A co-worker who is aware of an ongoing conflict between others
To request mediation, contact an HRS Client Partner directly. See the contact information below.
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An HRS Client Partner will meet with you to understand the situation and discuss whether mediation is an appropriate next step. The supervisor(s) of involved parties may also be consulted at this step. If mediation is appropriate, the Client Partner will reach out to the other party to invite their participation.
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The mediator facilitates a structured conversation between the parties. The mediator may meet individually with each person before or during the process.
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If the parties reach a resolution, a written agreement is drafted and signed by each participant. The agreement is kept in force by the parties themselves, not by HRS.
Frequently Asked Questions
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Mostly. All discussions are held in strict confidence by the mediator and the participants. The mediator maintains a neutral position and does not share the content of conversations with supervisors, HRS leadership, or other parties unless required by law, or discussed with participants before doing so.
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Yes. Both parties must be willing to participate. Mediation cannot be imposed on either party. If one party declines, HRS can discuss other options available.
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No. Mediation is a separate and informal process. It does not replace or affect your rights under any applicable collective bargaining agreement or personnel policy grievance procedure. You may pursue mediation independently of or alongside other processes.
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If mediation does not produce a resolution, you may still pursue other options including formal grievance procedures under your applicable CBA or personnel policy. Contact an HRS Client Partner to discuss what options are available.
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No. Mediation services through HRS are available free of charge to all UM employees.
Contact This Team
For questions, please submit a ticket through AskHR, email askhr@umontana.edu, or call 406-243-6760.