What is Employment Mediation?
A settlement-focused, confidential process designed to evaluate risk, narrow issues, and reach durable agreements in workplace disputes.
When to Use It
- High-stakes single-plaintiff disputes with reputational sensitivity
- Wage/hour matters (PAGA, collective/class), misclassification, off-the-clock work
- Executive separation, equity, compensation, and restrictive covenants
- Retaliation, harassment, discrimination, and whistleblower claims
Common Issues We Resolve
- Wrongful termination and retaliation
- Equal pay, promotion, and accommodation disputes
- Non-compete, non-solicitation, and trade secrets
- Departmental or systemic allegations requiring structured negotiation
Process Framework
- Pre-session framing: pinpoint damages bands, fee exposure, and non-monetary levers.
- Confidential caucus: test legal theories and evidence credibility.
- Risk-adjusted offers: translate litigation risk into realistic settlement ranges.
- Agreement: terms that reduce post-deal friction (tax, references, confidentiality).
Why Conclude ADR
- Subject-matter fluency in employment law and damages modeling
- Balanced, practical evaluation and settlement design
- Child-of-the-record sensitivity to optics and publicity
- Virtual or in-person formats; clear, transparent day rates
Related ADR Services
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