It is estimated that a manager uses the equivalent of 20% of his usual work (one day of each week) intervening in internal conflicts of the company. The mediation process is a more effective means of dispute management of labor relations, which can return that time to the achievement of the objectives of the organization. This can result in an improvement of team morale, productivity and, as a consequence reaching objectives.

In dealing with conflicts within the company, there are several issues that must be taken into account whose nature is not only legal. The traditional dispute resolution mechanisms are not designed to address the wide range of problems and conflicts that arise in the workplace. Each party in the relationship has particular needs. The worker may need a process that is quick and inexpensive. You may also have the need to make a complaint without general knowledge in the company or know that you are being listened to and taken seriously and there will be no retaliation.

In this sense, the application of restorative justice practices can be very effective, particularly in cases such as possible workplace harassment. In general terms, Restorative Justice can be defined as a theory of justice, as well as an international movement, which emphasizes the repair of damage caused or arising as a result of inappropriate behavior. This reparation is understood to be best achieved through inclusive and cooperative processes.

The center of the problem's approach is the damage it has caused to people. A restorative approach is based on the identification of:

  • Who is-has been harmed by workplace harassment
  • How exactly the person-s has been damaged
  • How to repair the damage caused

External labor claims

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