Step 3: In-house mediation

This step is intended to be available as an option for the concerned employee to provide a faster, less formal solution agreeable to all parties.

Observe these guidelines when the employee with the harassment concern requests in-house mediation:

• A manager acceptable to the employee who has raised the matter must perform the in-house mediation.
• The manager dealing with the matter must establish in clear, descriptive terms the behaviour the employee wants stopped, and/or the action the employee feels is required in order for them to function effectively at work. Ensure that the employee understands that the complaint cannot remain anonymous. Natural justice requires that an accused person has the right to know the name of the complainant.
• The manager should approach the other party to advise that a concern has been raised about their behaviour. Explain that this conduct is having a detrimental affect on another employee’s work performance. Explain to the alleged offender exactly what it is that they are alleged to have done. The manager should advise that the business has no position on the complaint and does not intend to conduct a formal investigation at this point in time unless a formal complaint is laid at a later date. Explain that our desire is simply to achieve an agreement between the parties as to what behaviour is acceptable.
• Having stated the requirements of the employee who raised the matter, the manager should ask the other party’s response in clear, descriptive terms. Find out if the alleged offender is willing to attend a meeting to resolve the situation.
• The manager should then convene a meeting of both parties and attempt to find an agreeable solution. This may require the manager to put up options or proposals as the basis for an acceptable settlement.
• If an agreed solution is not possible through in-house mediation, the matter should be put back in the hands of the employee who first raised the issue so that they can consider the possibility of a formal complaint.

• the employee who first raised the issue so that they can consider the possibility of a formal complaint.

Continue to Step 4