Mediacja akademicka na uniwersytecie amerykańskim

mediator akademicki

 

 Mediacja akademicka na uniwersytecie amerykańskim

 University of Missouri

Each campus of the University of Missouri has its own independent Campus Mediation Service, staffed by experienced faculty and staff members who have received professional training in dispute resolution. Mediation difffers from the University grievance process, by providing an informal way of resolving disputes, in which the parties work with a mediator to reach mutually acceptable solutions. All contacts and discussions are confidential.

The Campus Mediation Service was created in 2000-2001 by an Executive Order (No. 30) of the President of the University of Missouri. It provides an informal, timely way of resolving disputes, in which the parties work with a mediator to reach mutually acceptable solutions. Each campus of the University of Missouri has its own independent Campus Mediation Service, staffed by experienced faculty and staff members who have received professional training in dispute resolution. The campus mediators serve on a volunteer basis.

 

 

 

Why use the Campus Mediation Service?

If an employee has a disagreement with another person in the workplace, often the best solution is to reach an understanding through direct meeting and discussion. If, however, the two parties have discussed the matter and are unable to resolve their disagreement, mediation may be a helpful alternative to consider, for the following reasons:

 

  •  
    • It is 
    • It is informal and cooperative.  Mediation focuses on resolving the dispute, not on deciding who is right or wrong. To promote this problem-solving approach, all discussions are confidential.
       
    • It may lead to a quick resolution of the dispute. Mediations can be arranged quickly and the sessions will usually be concluded in a few hours.
       
    • It gets effective results.  Since agreements are reached only by mutual consent, they are likely to be long-lasting and satisfactory to both parties. If both parties do not agree to participate in mediation, or if a settlement is not reached through mediation, the employee will still be entitled to file a formal grievance.

    applicable to many situations where an employee may not want to file a formal grievance.
     

     ♣

     

  •  

    University of Michigan

    Mediation services for Faculty and Staff

     

    About Us
    Advisory Board
    Agreement to Mediate 
    (doc)
    At the University

    Community Mediation Training
    Conflict Resolution Education
    Consultation

    Mediation

    What We Do
    Who We Are

    AMERICAN 

    UNIVERSITY MEDIATION SERVICES 

    Mediacja akademicka na uniwersytecie australijskim

     mediator akademicki

    Mediacja na uniwersytecie australijskim – University of Newcastle, Australia

    Mediation

    Mediation is the process by which a complaint may be resolved. Mediation may be an option as part of the 

    A mediator is a person appointed by the University Complaints Manager. The role of the mediator is:

    1. To help the people involved to clarify the issues and to recognise areas of common interest and points of agreement and/or disagreement;
    2. To explore possible solutions;
    3. To help those involved to come to a resolution.

    or formal complaint resolution process. In a neutral setting, a mediator will encourage the people involved to discuss the issues with a view to resolving the complaint.informal 

     

     Related University Policies 

     

     

     

     

     

    Rozwiązywanie konfliktów i mediacja na uniwersytecie nowozelandzkim

    mediator akademicki

    Rozwiązywanie konfliktów i mediacja na uniwersytecie nowozelandzkim –  University of Otago

    Who can use the services?

    Anyone who is a member of the Otago University community can use the Ethical Behaviour Network and the Mediator.

    • That means all students – undergraduate and post-graduate – wherever you study.
    • And it means all staff, wherever you work and whatever your role.

    We are a confidential low-level and informal way of resolving problems and addressing concerns. If you’re not sure whether this is the place to bring your issue, an initial chat will sort that out and may give you information about other sources of assistance.

    You don’t need to be seeking mediation in order to make contact – most people just want a safe, confidential place to talk about their issues. For some that will mean proceeding to mediation and for others it won’t.

    We focus on relationships between members of our community. Most people contact us directly and there is no concern too small or too big to discuss.

    If you are responsible for staff or students you can contact the mediator for confidential advice and you can suggest that they can meet with the mediator to discuss their concerns. Coming to talk to the mediator or to a contact person does not commit a person to further action – the individual is in control of their choices at all times.

    Mediation and Harassment Policy

    Mediation

    The guiding principle adopted by the University of Auckland is to encourage individuals to work together to resolve their disputes or disagreements. To facilitate this it may be helpful to seek assistance from the Mediation Service. Mediators assist people to have difficult conversations with each other by facilitating a process which is focused on clarifying what the problem/s might be and finding mutually acceptable solutions. If a problem or dispute has arisen discussing it with the mediator sooner rather than later is likely to increase the chances of a satisfactory outcome.

    The University of Auckland provides a mediation service accessible to all members of the University Community, including academic, general and management staff and by students. This service is free, private and informal.

    Harassment

    The University is a large and complex community made up of diverse groups of people from many different backgrounds. The University is committed to providing an environment which is free from harassment and discrimination but sometimes difficulties with another person’s behaviour or attitudes may arise. If behaviour is serious, ongoing, unwanted, or offensive, and the person has been asked to stop but they continue, it may be harassment.

    Discrimination and harassment are unethical as well as illegal and therefore there are procedures in place to investigate and deal with such matters. In the first instance the mediator can assist by listening and discussing options. Anyone who considers they have experienced harassment is encouraged to contact the Mediation Service.

     

    Student Learning and Research Grievances

    If a grievance or dispute or problem arises between a student and their supervisor/s it is recommended that this is addressed as soon as possible. The University considers that in the first instance, attempts should be made to resolve any dispute in an informal way if possible. The rationale for this is the efficient and timely handling of any problems.

    Informal processes include raising the matter with the other person/people or approaching the Departmental Postgraduate Advisor or HOD or by approaching the University’s Mediation Service.

    It can also be helpful to consider the suggestions available in Resolution of Research Problems (PDF).

    Where a student considers that it is advisable to use an advocate for assistance in dealing with the matter/s, they should approach the AUSA or WAVE representatives (www.ausa.auckland.ac.nz/WAVE/advocacy.html) or alternatively bring a friend or support person to any meeting.

    All informal attempts to resolve any issues are in confidence and are free for all staff and students of the University. If informal processes are unsuccessful, any entitlements to more formal resolution are preserved. The formal processes are also set out in the links to Postgraduate Policies and Guidelines or are available from the ClockTower Student Information Service or from AUSA and WAVE.

     

    Mediacja akademicka na uniwersytecie kanadyjskim

    mediator akademicki
    Mediacja akademicka na uniwersytecie kanadyjskim

    University of Windsor Mediation Services

    Mediation Services

    University of Windsor Mediation Services provides mediation, facilitation and conflict resolution training to Windsor-Essex community members as well as University staff and students. 

    Mediation is a confidential alternative to resolving your dispute, provided free of charge to individuals in the community. The people having a conflict meet together with a mediator and talk about the issues they are having with the hopes of solving the dispute. The mediator does not give legal advice or make decisions for the parties. Instead, the mediator helps the parties talk about their issues in a safe, productive way.

    Every mediation session is different, depending on the needs of the parties. In general, mediation is cheaper and faster than going to court, and people can preserve or improve their relationships. Although anyone can have a lawyer or representative present, it is not required. 

    At Mediation Services, disputes are mediated with the director and upper-year law and social work students. Although our mediators are trained, they will not offer legal advice or make any comment on the merits of a party’s position. Instead, we focus on helping parties have a constructive, practical discussion about the issues in dispute. 

    History
    University of Windsor Mediation Services was founded and established in 1995 by Dr. Julie Macfarlane. Dr. Macfarlane continues as the Faculty Advisor. The day-to-day operations of Mediation Services are handled by the director, professional staff, law and social work student interns. 

    Mediation Services began as an extra-curricular pilot project of the University of Windsor Faculty of Law. It was the first community mediation service in the Windsor-Essex County area, and the first clinical mediation training program in a Canadian law school. The pilot project initially offered training in mediation skills to law students, through a series of weekend workshops. The next step sought to offer these students an opportunity to practice their new skills in a clinical setting. As no community mediation service had existed in Windsor since the early 1980’s, Mediation Services was established to fill these twin needs – to provide clinical experience in mediation skills for law students, and to provide an accessible mediation service to the Windsor community. Today, Mediation Services is a permanent and much larger operation. 

    Founder and Faculty Advisor 
    Dr. Julie Macfarlane is the Faculty Advisor and founder of Mediation Services. Dr. Macfarlane is a full professor at the Faculty of Law, University of Windsor. Dr. Macfarlane also devotes her time to her consulting practice which offers conflict resolution service, training, facilitation and systems design for a range of public and private sector clients. 

    Director
    Lynne Pearlman is the Director of Mediation Services and a sessional lecturer at the Faculty of Law. She received her LL.B. and LL.M. from Osgoode Hall law school.

    Mediation Services’ Community Advisory Board
    Mediation Services’ Community Advisory Board is made up of community volunteers from the Windsor-Essex area. The Board is responsible for long-range and strategic planning for Mediation Service.The Board provides a wide range of community perspectives to ensure Mediation Services operates to the best of its ability in the interests of members of the community and students, in accordance with organizational goals. 

    Mediation

    University of Windsor Mediation Services offers free or affordable mediation to members of the Windsor-Essex community AND University staff and students….

     

    Mediacja i polityka antymobbingowa na uniwersytecie brytyjskim

    mediator akademicki

    Mediacja i polityka antymobbingowa na uniwersytecie brytyjskim – University of Leeds

    Code of practice on harassment and bullying

    The University of Leeds regards harassment and bullying as unacceptable and is committed to their elimination. The University believes that all employees and students have a right to be treated with dignity and respect. Acts of harassment or bullying may be dealt with under the University’s disciplinary procedures, and may be classified as gross misconduct should a case prove to be sufficiently serious….

    PROCEDURE FOR MAKING AND DEALING WITH COMPLAINTS OF HARASSMENT AND BULLYING

    The University’s approach to complaints is to attempt to resolve them as quickly and informally as possible and at the level at which they occur. The informal procedure set out below reflects this approach, while the formal stage consists of recourse either to the Student Complaints Procedure or to the University’s formal staff grievance procedures set out in Statue VII of the University’s constitution or in the Support Staff Procedure Agreement. (If they consider the matter to be sufficiently serious, however, staff raising allegations of this nature may opt to bypass the informal procedure and lodge a complaint under the University’s formal grievance procedures.)

    7.1 If an individual thinks that he/she is being subjected to harassment, bullying or discrimination in any form, they should not feel that it is their fault or that they have to tolerate it without question.

    7.2 In the first instance, the individual should consider how best to deal with the situation and might seek advice from the following people:

    For students

    • the Welfare Officer, Equality and Diversity Officer or Student Advice Centre of Leeds University Union

    For staff

    • a supervisor, head of department or head of school

    • an appropriate Union representative

    • a Human Resources Manager

    • the University’s Mediation Service

    THE UNIVERSITY’S MEDIATION SERVICE

    8.1 Mediation allows two or more people to work through conflict or disagreement with a view to improving their working relationship. Mediators are provided to help staff to honestly discuss the situation and come up with a way forward that is acceptable to the parties. Mediation focuses on the future and rebuilding relationships rather than apportioning blame. It gives participants an opportunity to step back and consider how the situation can be put right, looking at their own actions as well as those of the other party.

    8.2 Further details on the Mediation Service can be found on the web at

    http://www.equality.leeds.ac.uk/mediation-service/

    Mediation service for staff

    If you are experiencing a conflict with a colleague or colleagues, the University’s mediation service can help you communicate and work towards a solution.

    It is an impartial service and it is up to you whether or not you choose to try mediation. The process focuses on the future and on rebuilding relationships, rather than blame.

    Our mediation service is free and available to all staff. It gives you the opportunity to step back and consider how a difficult situation can be put right, looking at your own actions as well as those of other people.  The starting point will generally be for you to arrange to meet with people from the mediation service on your own to discuss your situation and decide how to proceed.

    For more detail on what the service can do for you, visit the mediation service’s website.

    ———–

    University of Birmingham – University Mediation Service

    The University Mediation Service can help you to work through workplace conflict and disagreement through coaching, mediation, facilitation and other communicative processes.

    The University of Birmingham has a team of nationally accredited, neutral mediators who can help people or groups in disputes to work towards a sustainable, future orientated agreement that will allow them to work in a positive environment.

    Mediacje – przywilej dla skonfliktowanych stron

    mediacja

    Jest już:

    1 numer kwartalnika:

    „Mediacje – przywilej dla skonfliktowanych stron”,

    wydawanego przez

    Ogólnopolskie Stowarzyszenia Zawodowych Mediatorów,

    Stowarzyszenie Mediatorów Polskich,

    Stowarzyszenie „Mediacje Polska”.

    Można go otrzymać w formacie pdf  po zamówieniu e-mailem u autora strony.