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Vroeg of laat krijgt iedereen te maken met conflicten. Conflicten tussen zakenrelaties, werkgevers en werknemers, echtgenoten, of in iedere andere verhouding. Waar ernstige verschillen van inzicht aan de orde zijn. Vaak leiden dergelijke conflicten tot rechtszaken. Wanneer de rechter uitspraak doet, is er altijd een verliezende partij.
Het kan ook anders. Mediation heeft als doel een betere situatie te creëren voor beide partijen, zonder tussenkomst van een rechter. Bij mediation gaat u, onder leiding van onafhankelijke en erkende mediators van Van Diepen Van der Kroef, met de tegenpartij om tafel. U gaat samen aan de slag om te situatie helder te krijgen en om te buigen.
Waar dat een vereiste is, zijn onze mediators gecertificeerd (NMI, MfN). Zij bieden u oplossingsgerichte begeleiding op hoog niveau, zonder de juridische aspecten uit het oog te verliezen.
Wij hebben kennis en ervaring onder meer inzake:
Heeft u juridisch advies nodig? Wij helpen u graag. Neem contact op met een van onze advocaten gespecialiseerd in mediation.
Sooner or later, everyone faces conflicts. Conflicts between business associates, employers and employees, or in any other relationship, where there can be serious differences of opinion. These conflicts often lead to court actions. When the court hands down a ruling, there is always a losing party.
But things can be different. The aim of mediation is to create a better situation for both parties without the intervention of a judge. For mediation, you sit down with the other party, led by independent and recognised mediators from Van Diepen Van der Kroef. You work together to clarify the situation and turn it around.
Where this is a requirement, our mediators are certified (MfN). They offer you high-level, solution-oriented guidance, without losing sight of the legal aspects.
Our knowledge and experience cover:
Do you need legal advice? We would be delighted to help. Contact one of our lawyers who specialise in mediation.
Mediation is an efficient means when there are conflicting interests with escalating emotions and it is no longer possible to reach an agreement. It can be a 'good conversation' to clear the air or a legal issue in which lawyers are also involved. The mediation process is aimed at bringing participants together in a structured process. This can lead to agreements on further cooperation in which communication and cooperation agreements are made or agreements on the manner in which the employment relationship is terminated. Mediation is voluntary. This means that participants, under the guidance of the mediator, arrive at a solution for which there is support.
With the help of a mediator, you and the other party will see if a solution can be found for the conflict that everyone agrees with. This can prevent a lawsuit.
Mediation often starts with an individual confidential preliminary discussion, in these discussions the positions of both parties are discussed separately. The information obtained in these discussions is not shared by the mediator with the other party, but ensures that I have a complete picture of the situation and the points of dispute. This can also be done by telephone.
The joint discussion takes place at a neutral discussion location. At the start of the mediation, a mediation agreement is signed in which the neutrality of the mediator is included and the voluntariness and confidentiality of the mediation is recorded.
In the joint mediation conversation, the mediator ensures that there is room for expressing interests and positions and the mediator supports that there is respectful and listening conversation with each other. In consultation with the parties, the mediator can record the outcome, which can of course also be done by any lawyers involved. If there is no formal outcome, the mediator sends a neutral termination message to the parties.
The average expenditure on an employment law mediation is 8 to 12 hours. 1 to 3 joint mediation meetings are usually sufficient to bring the parties to an agreement.
The perception of whether there is a conflict can vary. However, if one person experiences a conflict, there is by definition a (labour) conflict.
Dit artikel is verschenen in het tijdschrift ‘Weg en Wagen, editie 101, februari 2024, jaargang 38‘ en is geschreven door Joachim Staab, Partner Rechtsanwalt en advocaat bij Van Diepen Van der...
