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  • Saturday January 16, 2021

The T-R Group Inc.

Advancing the Human Side of Business

Investigate and Mediate Conflict

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Today’s workplaces require employee collaboration and interdependence. Differences abound, personality, work styles, changing attitudes and opinions, and generational differences all surface and fuel conflict. Conflict resolution often becomes an insurmountable challenge for many organizations. Left un-resolved, it escalates and can lead to lost productivity, increased absenteeism or expensive legal action involving arbitration or litigation. You’ll find us understanding in dealing with your conflict challenges.

We can assist in three ways:

Policy

  • Design of conflict management policies and systems
  • Evaluation of current policy appropriateness and effectiveness

People

  • Conflict-competence training
  • Conflict coaching
  • Anger management training

Process

  • Workplace investigation
  • Third-party neutral mediation

Investigations

Fact finding is an important step in understanding the dynamics of a workplace complaint. When issues of employee misconduct surface, emotions run high, but employers have obligations to investigate. Using an unbiased third-party provides an objective way to uncover the factors affecting the issue. Serving as external investigators, we conduct full investigation into allegations of harassment, sexual harassment, bullying, alleged human rights violations, or management misconduct or violence.

You’ll find our approach non-evasive, sensitive and highly respectful of the parties involved.

Call to discuss your concern in confidence.

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Investigation and mediation go hand-in-hand. Typically, you want to investigate the facts, before heading into the resolution of a dispute.

There are a number of pieces of legislation that require investigation should incidents occur in the workplace. This includes harassment and violence as per Bill 168 of the Occupational Health & Safety Act. Additionally, matters need to be investigated so as to prevent further escalation, or to prevent the event from happening again.

A new piece of legislation Bill 132, Sexual Violence and Harassment Action Plan Act, 2016 will require that sexual violence and sexual harassment be investigated by employers should such instances occur in the workplace. It’s important to understand what constitutes a legally sound investigation.

Need help with investigations in your place of business? Chat now.


The trend of avoiding workplace conflict is counter-productive. Once a conflict exists it rarely remains still. But rather grows in intensity complexity and size. In other words, no action results in escalation. It’s important that managers understand that identifying and solving problems early reduces conflict.

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