In April 2011 the Government launched a consultation into resolving workplace disputes. The findings of this have just been announced, and an overview of its conclusions is presented below. To view the full response, please click here.

Mediation: The Government will explore with large businesses within the retail sector whether and how they might be able to share their mediation expertise with smaller businesses in their supply chain, and will pilot the creation of regional mediation networks through the provision of mediation training to a number of representatives from local SMEs.

Compromise Agreements: The Government will:  

• bring forward an amendment to clarify s.147 of the Equality Act, to provide reassurance to parties that compromise agreements can safely be used;
• consider how we can develop a standard text for compromise agreements:
• consult on amending section 203(3)(b) of the Employment Rights Act 1996 to enable compromise agreements to cover existing and future claims without requiring long lists of causes of action;
• consult on introducing a system of “protected conversations”;
• amend the title of “compromise agreements” to “settlement agreements”.   

 
Early conciliation: The Government intends to introduce the requirement for all potential tribunal claims to be lodged with Acas in the first instance.  

Modernising Tribunals: The Government has asked Mr Justice Underhill, outgoing President of the Employment Appeal Tribunal, to lead a fundamental review of the Employment Tribunal Rules of Procedure.  At the same time, we will make changes to the Rules as set out in relation to:

• cost and deposit orders
• witness statements
• witness expenses
• Judges sitting alone in unfair dismissal cases at the earliest opportunity

Unfair Dismissal qualification period: The Government intends to extend the qualification period for unfair dismissal from one to two years.

Financial Penalties: The Government intends to introduce a discretionary power for employment tribunals to levy a financial penalty on employers found to have breached employment rights.

Formula for calculating award and payment limits: The Government intends to retain the automatic mechanism for up-rating tribunal awards and statutory redundancy payments, but will modify the formula to round to the nearest pound.

Rapid Resolution: The Government will consider whether and how we can introduce a scheme to provide quicker, cheaper, determinations in low value, straightforward claims (such as holiday pay) as an alternative to the current employment tribunal process. 

The full article can be found by clicking here.

Globis Mediation Group provides a course to support organisations that may be experiencing cases of bullying and harassment. To view the full content of the ‘how to prevent bullying harassment in the workplace’ one day course, please click here.

Clive was awarded an OBE for Public Service in the 2011 Queen’s Birthday Honours List. For further information on Clive’s OBE please visit this page.

Employment tribunal statistics for the year up to March 2011 have recently been published.  In summary:

There were 218,100 claims to Employment Tribunals (ET) between 1 April 2010 and 31 March 2011. This was an 8% fall compared to 2009-10, but an increase of 44% against 2008-09.

Employment Tribunals disposed of (dealt with) 122,800 cases during 2010-11, 9% more than in 2009-10 and 33% more than in 2008-09.

The rise in cases disposed of was seen in multiple cases – increasing by 27% from 2009-10 to 2010-11, whilst there was a 3% fall in disposed single cases over the same period.

Of the 382,400 jurisdictional claims received in 2010-11, 30% were concerning Working Time Directive (largely airline cases that are resubmitted every three months), 28% were for unfair dismissal, breach of contract and redundancy (lower than in previous years) and 19% were for unauthorised deductions (Wages Act).

Of the 244,000 disposed jurisdictional claims, 39% related to Unfair Dismissal, Breach of contract and redundancy; 16% were for Unauthorised Deductions (Wages Act) and 11% were for Equal Pay.

At 31 March 2011, the caseload outstanding for ET was 484,300 – an increase of around a fifth on the number at 31 March 2010.  The vast majority of the outstanding (claims awaiting resolution) are multiple claims, including about 199,000 resubmitted airline Working Time Regulation claims referred to earlier and Equal Pay claims.

However, for single ET claims, there has been a reduction of 16% in the caseload outstanding, between 31 March 2010 and 31 March 2011.

The full report can be found here.                                                                                                                                    

The use of mediation in workplace disputes is becoming ever more popular and with the Government looking to take more cases out of tribunals, looks likely to become a core part of an employment law advisers remit.

In this podcast, featured on the Employment Cases Update website, Clive Lewis and Mark Shulman discuss the business case for, and practice of, workplace mediation as a means to resolve disputes without litigation. Clive provides an insight into examples of disputes that are suitable for mediation, instilling mediation into an organisation’s culture, what actually happens during a mediation session and discusses the recent government consultation into resolving workplace disputes.

To listen to the podcast, or to download the transcript, please click here.

If you have a forthcoming podcast that you would like Clive Lewis OBE to participate in, please be in touch with philomena.mcquinn@globis.co.uk

Timely new redundancy book set to help hundreds of thousands of people find work 

—————————————————————————————————————–

Being made redundant is a very emotional and deeply personal matter. Even if you are one of an entire department that has been let go, the feeling of being surplus to requirements and not being needed will inevitably surface at some point. Some 400,000 people will face redundancy in the UK during 2011/12. Picking yourself up and moving on is a very difficult process, but also an essential one.

This new handbook ‘Bouncing Back From Redundancy – 12 Steps to Get Your Career and Life Back on Track’ will help those facing redundancy to identify the positives in their situation and inspire them to move on to the next step in their career.  

Written by Clive Lewis OBE, it comes packed with advice and experience from an industry leader in employee relations who has experienced redundancy from both sides of the fence.

The 12 practical steps in the book include:  

•  Handling the news and picking yourself up
•  How to identify where new job opportunities are likely to emerge
•  Finding out more about your personal strengths and weaknesses
•  Discovering the secrets behind finding jobs in the hidden market
•  Honing your interview skills and techniques
•  Improving your chances of reducing your time out of work

Each chapter is followed by a real life case study bringing the book alive by charting 12 experiences captured from people who have also experienced redundancy.

The author said: “The fact of the matter is that redundancy is now an occupational hazard that is increasingly prevalent in all sectors of employment, and anyone who goes through their entire career without once being exposed to the threat of redundancy is likely to be among the minority. If, or when, redundancy affects you it is important to respond positively and in a structured manner.”

Commenting on the new book Dr Noorzaman Rashid Leadership Services Director of Harvey Nash said “This book is timely. Hundreds of thousands of people need help to think through how to get back on their feet following redundancy. This book will come as a relief for them and be a support tool organisations can offer to help create a silver lining to the  difficult messages of redundancy”.

A workshop that is ideal to form part of an organisation’s outplacement service also accompanies the book. 

The book, released today and priced at £9.99, is available on Amazon and copies signed by the author are available here.

Note to Editors:

• Clive Lewis OBE is a HR Specialist and former HR Director who has experienced redundancy himself and managed many redundancy programmes 
• Bouncing Back From Redundancy – 12 Steps to Get Your Career and Life Back on Track is Clive Lewis’ fourth book.
• The ISBN for the book is 978-0-9568648-5-7
• Clive’s third book ‘Difficult Conversations – 10 steps to Becoming a Tackler not a Dodger’ received wide acclaim and was recently featured in the Sunday Times
• To arrange an interview with the author please call 0330 100 0809 or email philomena.mcquinn@globis.co.uk

October 11, 2011

8:15 AM to 9:45 AM

Date: 11^th October

Time: 8.15 for 8.45

Duration: One hour

Location: London, W1J 6QA

Cost: FREE

We are delighted to announce that in partnership with Harvey Nash, we will be hosting a breakfast briefing session on the hot topic of managing difficult conversations.

A recent survey revealed that 60% of managers avoid having difficult conversations. With organisations facing economic uncertainty, budget cuts, rising unemployment, constant change and performance issues, the need for having difficult conversations is increasing. 

This hour long session will focus on exploring the implications to organisations of managers dodging uncomfortable discussions and the benefits of tackling difficult conversations.  Clive Lewis OBE, author of ‘Difficult Conversations, 10 Steps to Becoming a Tackler not a Dodger’ will outline the 10 practical steps he has devised that can be taken to manage challenging conversations effectively -

All attendees will be given a complimentary copy of the handbook and the audio book. The handbook has proven itself to be a vital desktop support tool for managers in a variety of organisations across the UK. The handbook forms the basis of a training course developed by Globis Mediation Group that is part of a ‘how to’ series of workshops for managers.

Spaces are limited, so please contact Helen Robinson on 0330 100 0809 or Helen.robinson@globis.co.uk to reserve your place.

A light breakfast buffet and refreshments will be served.

The calendar includes all of our popular mediation courses catering for all levels, including those new to the field of mediation with introductory courses, those seeking accredited training and those looking to increase their skills with advanced courses.

New for 2012 

• A residential summer school for accredited mediation training 

• International training dates 

  National Employment and Workplace Mediation Certificate

  7-9 & 13-14 March

  Hong Kong

  21-23 & 29-30 March

  London

  18-20 & 24-25 April

  New York

  16-18 & 24-25 May

  Birmingham

  4-6 July & 12-13 July

  London

  13-18 August (1 day off in week)

  SUMMER SCHOOL

  12-14 & 20-21 September

  London

  5-7 & 13-14 December

  Birmingham

  Foundation in Workplace Mediation Skills

  21-23 March

  London

  16-18 May

  Birmingham

  4-6 July

  London

  12-14 September

  London

  5-7 December

  Birmingham

  Practitioner in Workplace Mediation Skills

  29-30 March

  London

  24-25 May

  Birmingham

  12-13 July

  London

  20-21 September

  London

  13-14 December

  Birmingham

  Introduction to Mediation in the Workplace

  2 March

  Gloucester

  7 September

  London

  Understanding Mediation in the Workplace

  26-27 January

  Gloucester

  4-5 October

  London

  Advanced Practitioner in Workplace Mediation Skills

  30 April - 1 May

  London

  22-23 November

  Gloucester

  Refresher Course in Workplace Mediation Skills

  2-3 February

  London

  27-28 September

  Gloucester

  Workplace Mediation Conversion Course

  29 February - 2 March

  London

  10-12 October

  London

Globis Mediation Group also offers a wide range of non-mediation, in-house courses – specifically delivered to meet the needs of your organisation:

How to Manage Difficult Conversations

How to Prevent Conflict Whilst Implementing Change

Mediation Advocacy

How to Manage Challenging Behaviour (for teachers and social workers)

Leadership and Complexity

Influencing Skills

Conflict Coaching

Teamwork and Collaboration in Diverse Group settings

How to Manage Bullying and Harassment in the Workplace

Leadership and Conflict

How to Learn from Difficult Behaviours

How to Enhance Communication Skills

How to Facilitate Groups and Teams

How to Handle Team Meetings

The Equality Act – Briefing Sessions

Conflict Resolution Skills for HR Professionals and Line Managers

Conflict Management: How to Manage Violence and Aggression

How to Win through Diversity

If you would like further information on any of the above courses, please do not hesitate to contact Helen Robinson on 0330 100 0809 or helen.robinson@globis.co.uk

Globis Mediation Group is pleased to confirm that its founder Clive Lewis has been recognised in the 2011 Queen’s Birthday Honours list. He has been awarded an Officer of the Order of the British Empire (OBE) for Public Service.

Two main areas have been cited in recognition of his work:

• Chair of the REACH project
• Director of Globis Ltd

During 2006-2009, Clive Lewis chaired a government appointed independent panel that assessed the cost of underachievement of young males from poor socio economic backgrounds.

The ground breaking project identified, for the first time, the true economic cost of underachievement for the group. Taking the areas of Education, Employment and the Criminal Justice System, the research pointed to cost saving opportunities in excess of £24billion. As chair of the REACH panel, Clive reported to the Secretary of State for Communities and Local Government. The primary research included visiting key locations such as London, Manchester, Birmingham, Nottingham and Bristol to engage with local community groups. The government accepted four of the five recommendations, one of which was to launch a national role model programme. The implementation of the programme began within weeks of the report being accepted by government. The objective is to help raise the aspiration levels of those in the said group.

Clive Lewis continued to chair the REACH panel despite experiencing a personal tragedy late in 2006. His father and his wife’s identical twin died within five weeks of each other. Both had suffered lengthy periods of illness.

Clive continues to devote a generous amount of his time to charity work. He is particularly interested in tackling issues related to social mobility and social action.

In a second area, as Founder of the Globis Mediation Group, Clive Lewis has worked tirelessly to raise the profile of mediation in the UK. A commercially trained mediator, he specialises in resolving complex one to one, team, organisational and collective disputes. In 2007, he advised the Gibbon’s Review panel whose work led to the repeal of the statutory 3-step grievance and disciplinary process and the introduction of a revised ACAS Code of Practice. He subsequently advised the Chartered Institute of Personnel and Development on their response to the review.

Globis Mediation Group trains hundreds of new mediators and provides mediators for a myriad of disputes every year, and delivers both preventative and remedial people services for some of the largest organisations in the world. The current economic climate has also prompted an increasing number of organisations to outsource their mediation and dispute resolution provision to Globis.

Clive Lewis has worked closely with members of the workplace mediation community, and has acted as chair of the leading group of UK workplace mediation providers since 2006. He is well known for drawing the business community’s attention to the rising cost of conflict in the workplace, currently running to nearly £30 billion each year. Clive Lewis has also advised other countries such in relation to the development of mediation, recently addressing 400 members of the judiciary from an African country. His exposure at international level is continuing to increase.

He is the author of three books and his fourth book is scheduled to be published later this year. His latest widely acclaimed handbook ‘Difficult Conversations – 10 Steps to Becoming a Tackler Not a Dodger’ was recently featured in The Sunday Times and, along with the accompanying training course, is quickly becoming a runaway success. He is recognised as one of the UK’s leading experts in the field of mediation in the workplace.

Some of the recent disputes he has mediated have included:

• A claim for bullying and harassment amongst a team of 30 health professionals in the NHS

• A sex and race discrimination claim between a chairman and chief executive of a FTSE350 company

• A group of teachers, represented by their trade union, who were discontented with the performance of their headteacher

• A multi-million pound commercial dispute between three organisations in the consumer industry

• A claim for unfair dismissal of a team manager of a high profile UK sports club

• A dispute between two chief executives who had fallen out due to supply chain and fulfilment difficulties as part of a commercial supplier / customer relationship

A former HR director, he continues to work with HR professionals, solicitors and barristers to resolve some of the UK’s most complex disputes.

Clive Lewis’ ability to juggle his day job with giving back to the community and good causes is exemplary. He is a great example of someone who makes an all round contribution.

I would like to congratulate Clive on this recognition of his dedication and tireless work.

Professor Jack Fallow
Director

The article features Clive Lewis, Globis Mediation Group’s Founding Director, and takes heed of his comments made during the London launch of his latest book on mediation ‘Win Win; Resolving Workplace Conflict: 12 Stories’. The article also features comments on the topic of increasing the awareness and use of mediation from other speakers at the launch. They include Leigh Lafever-Ayer, corporate HR manager, UK and Ireland at Enterprise Rent-a-Car and Mike Emmott from the CIPD.

The full article can be found by clicking here.

Recent research indicates that over 70% of line managers struggle with difficult conversations.

The advice inside leads readers to proactively deal with difficult issues quickly, enabling you to remain positive and move on.

In ‘Difficult Conversations – 10 Steps to Becoming a Tackler not a Dodger’, straight to the point guidance and easy read extracts put you in the best position to negotiate your way through awkward situations, situations that otherwise could develop into daunting and time consuming issues if they are avoided.

The ten steps in the handbook fall into ‘before’, ‘during’ and ‘after’ categories that encourage suitable preparation, courageous implementation and the maintenance of the positive attitude required to be a tackler. In the current climate where workplace conflict reduces productivity and costs organisations hundreds of thousands of pounds, this handbook can help to provide huge savings.

Read the full Sunday Times Article here.

• achieve more early resolution of workplace disputes so that parties can resolve their own problems, in a way that is fair and equitable for both sides, without having to go to an employment tribunal
• ensure that, where parties do need to come to an employment tribunal, the process is as swift, user-friendly and effective as possible; and
• help businesses and social enterprises feel more confident about hiring people

Please click here to read Globis Mediation Group’s response to the Government’s consultation on resolving workplace disputes.

Globis, led by Clive Lewis MCIArb, will deliver the workplace mediation training courses within CIArb’s unique Mediation Pathway, which offers a complete route for the beginner to the experienced practitioner. 

There are various courses to choose from which include a 1 day introduction course, a full 5 day training course and a 3 day conversion course designed for those who are trained civil/commercial mediators, looking to add workplace and employment mediation to their portfolio.

The courses will be: 

• Workplace Mediation Conversion course 

• Workplace Mediation Training 

• Workplace Mediation Accreditation Assessment

• Introduction to Workplace Mediation 

For further information please visit www.ciarb.org

News release

7^th March 2011

New Charter Housing Trust Group partners with Globis Mediation Group

Globis Mediation Group has been chosen by New Charter Housing Trust Group to provide training to a selection of its managers on having difficult conversations. Managing difficult conversations is now the most popular non mediation training course run by Globis. Globis has designed this training course to help delegates understand that difficult conversations do not need to be as daunting as they appear, and highlights the benefits that managing difficult conversations can bring to them as individuals, and to their organisation. The course focuses on teaching delegates how to manage difficult conversations, still achieve business objectives and keep important relationships intact.

The first session was delivered in January 2011, and a further day of training will be delivered in April. Delegates from the January course came to the session with a range of experience of having difficult conversations and all left with their existing skills developed and refined having thoroughly enjoyed the interactive day. Jane Blackburn, Director of Organisational Transformation from the New Charter Housing Trust Group commented “We already have highly skilled managers throughout the company and this training has been designed to complement that high skill-base. Thankfully, difficult conversations are something of a rarity here at New Charter, but this training will ensure that when managers need to have them, they are well equipped to do so”.

Clive Lewis, Director of Globis Mediation Group, is delighted to be supporting New Charter Housing Trust Group with this training and commented: “Working with New Charter Housing Trust Group has been an absolute pleasure. We are delighted to be supporting them with this training that will offer real results to their individual managers, and the wider organisation. Recent research suggests that 60% of line managers feel unable to have difficult conversations that in the current economic climate are becoming an increasingly common part of managers’ roles. This unwillingness to tackle problematic issues, from addressing a poor performer who is dragging the department down to dealing with a conflict that has arisen between two colleagues, often has a derogatory effect on individual and team morale, which, if left unchecked, often then leads to reduced productivity and output, which has an obvious knock on effect for the company as a whole.”

Note to editors:

About New Charter Housing Group

• New Charter formed as the new landlords to own and manage homes transferred from Tameside Metropolitan Borough Council in Greater Manchester in March 2000. Then, it was Britain’s biggest Large Scale Voluntary Transfer. Now, with a turnover of £59million a year, a stock of 18,600 homes and a workforce of over 800, New Charter is one of the largest Registered Social Landlords based in the North West.

• New Charter is the first housing association in the country to sponsor an Academy, a new type of school. It opened on two campuses in Ashton-under-Lyne in September 2008.

• Best Companies rated New Charter a three star “extraordinary” organisation in 2010. We are one of just 50 companies in Britain holding this accreditation and one of only two housing organisations. Best Companies uses a ‘Michelin style’ star rating for organisations that demonstrate high levels of employee engagement. Based on staff feedback, organisations receive a Best Companies index score which determines their star rating compared to a fixed standard. 

About Globis  

• Globis is one of the UK’s leading national providers of people management and mediation training services specialising in helping companies to build better relationships in the workplace and operate in both the public and private sectors.

• Globis launched its ‘how to’ series of course based on the requirements of managers – they include ‘how to prevent bullying and harassment’, ‘how to win through diversity’ and ‘how to manage challenging behaviour’.

• Globis director, Clive Lewis, is the author of ‘The Definitive Guide to Workplace Mediation’ and his second book on stories of conflict is due to be published in May 2011.

For more information or to request an interview call Helen Robinson on 0330 100 0809 or email Helen.robinson@globis.co.uk

Globis Mediation Group would like to thank all of those that voted.  

The Government has announced the details for its plan to review employment laws. They are proposing new plans to improve the way that workplace disputes are resolved as part of an Employer’s Charter. The Charter is part of the Government’s plan to boost confidence in small businesses to recruit new workers and support economic growth.

Prime Minister David Cameron said:

“Today’s announcements on reforms to employment law are among the first conclusions of our government-wide growth review, and highlight our determination to ensure that employment law is no longer seen as a barrier to growth, while making sure that employees and employers are treated fairly.

Giving businesses the confidence to take on somebody new will be a real boost to the economy, and help generate the sustainable business growth we need”.

Clive Lewis, Director of the Globis Mediation Group and author of ‘Resolving conflict at Work’ and ‘The Definitive Guide to Workplace Mediation’said “This is good news. For some time I have said that conflict in the workplace costs money. The Government’s plan to reform the way workplace disputes are handled is timely and will make a make a major contribution to helping the UK economy get back on its feet – particularly for small businesses that employ the majority of the working population in the UK.

Employer’s Charter

The Employer’s Charter has been produced to give employers greater certainty on what steps they can take when handling workplace issues with staff and covers a wide range of employment law scenarios.

Public Consultation

The government is seeking views to on measures to:

1. Achieve more early resolution of workplace disputes so that parties can resolve their own problems, in a way that is fair and equitable for both sides, without having to go to an employment tribunal.
2. Ensure that, where parties do need to come to an employment tribunal, the process is as swift, user-friendly and effective as possible.
3. Help businesses and social enterprise feel more confident about hiring people

The Employer’s Charter aims to correct many of the myths about what an employer is and isn’t able to do in managing their staff fairly and legally.

The Government wants to hear views and opinions on the Employer’s Charter and is encouraging interested parties to engage in the discussion.

The Globis Mediation Group will be engaging with customers to seek views as part of forming its response to the Consultation. For more information, contact on Helen.robinson@globis.co.uk or Tel: 0330 100 0809

About the Globis Mediation Group

• Globis is one of the UK’s leading national providers of workplace mediation services.
• Globis director, Clive Lewis, is the author of ‘Resolving Conflict at Work and The Definitive Guide to Workplace Mediation’.
• Globis is a Board member of the Civil Mediation Council.
• Setting up and managing in-house mediation schemes is a core part of Globis’ service. Globis has recently set up in-house mediation schemes for Queen Mary, University of London, Met Office, a number of NHS Trusts and Local Authorities.

Links: BIS Press Notice

To view the article, please click here.

Further articles by Clive will also be published on www.mediate.com shortly.

10^th January 2011

Met Office selects Globis Mediation Group as mediation training partner

Globis Mediation Group has been chosen by Met Office to provide accredited mediation training for selected staff. The training will support a new initiative of utilising mediation to help build better relationships in the workplace. The UK’s national weather service recognises the considerable role that mediation can play in managing and reducing workplace disputes. The provision of the accredited training signifies Met Office embracing this powerful dispute resolution tool.

With the first cohort of delegates having commenced the flagship Globis National Employment and Workplace Mediation Certificate Robin Harbach, Head of HR Operations, said “The Met Office is probably best known for providing weather forecasting products and pioneering research into climate change.  What we are less well known for is the work we are doing to positively impact our own organisational climate.  There is a strong relationship between how well staff get on with each other, which influences how it feels to work in an organisation (what we call the organisational climate), and resulting business performance”.

Clive Lewis, Director of Globis Mediation Group is delighted to be providing this training and commented “Mediation is a rapidly growing area within the UK. With research putting the cost of conflict within workplace in the UK at £24billion, it presents perhaps the largest untapped area of cost reduction within organisations. Organisations that have embraced mediation have been able to quantify considerable savings in relation to management time and money. The coalition government are supporters of mediation, and are aiming to encourage its use across UK business”.

Note to editors:

About Met Office

• Met Office employ around 1,920 people at 60 sites across the world, most (about 1,200) working out of their headquarters at Exeter.
• As the UK’s national weather service Met Office is responsible for providing weather and other related services in support of national need — to help protect life and property; safeguard the environment, and contributes to national security and sustainable development.
• The Met Office provides a range of information under the Public Weather Service (PWS), which is funded by the UK Government.The public values the Met Office’s services at £353.2 million. Valuation of benefit from the Cabinet Office, Environment Agency and Civil Aviation Authority showed a minimum additional contribution to the UK economy and society of at least £260.5 million per annum.
• Met Office provides objective and impartial information to parliamentarians and their offices, on request, and presents evidence to a wide range of parliamentary committees, as required. It also submits evidence to consultations on issues of corporate interest and scientific expertise.

• Met Office headquarters in Exeter have been awarded an ‘Excellent’ BREEAM rating certification by the  Building Research Establishment, recognising the environmental attributes of the site, including: channeling rain water from around the site, which is then treated and reused to flush the toilets;
• a fully automatic lighting system which responds to occupancy and natural light levels and automatically switches off lights in our meeting rooms once an hour
• making use of the cool air at night and the heat from the building during the day to heat and cool the building as the seasons and weather dictate;

About Globis

• Globis is one of the UK’s leading national providers of workplace mediation services.
• Globis director, Clive Lewis, is the author of ‘The Definitive Guide to Workplace Mediation’.
• Globis is a Board member of the Civil Mediation Council.
• Setting up and managing in-house mediation schemes is a core part of Globis’ service. Queen Mary, University of London, is a recent client that Globis has supported with this provision.

A new ACAS code of practice introducing the concept mediation for the first time was introduced in April 2009.

For more information or to request an interview call Helen Robinson on 0330 100 0809 or email Helen.robinson@globis.co.uk

November 3, 2010

19th October 2010:  Wednesday 3^rd November is National Stress Awareness Day and to mark the occasion, Globis Mediation Group is offering free half day employee stress awareness training sessions. During the session, participants will learn what stress and well-being are and how strategies can be developed to help them deal with pressures and demands to avoid them causing unnecessary stress.  The training includes:

• How to recognise your own signs of stress
• How to identifying coping strategies you may already use and find ways of developing these further
• Training in diaphragmatic breathing techniques (which can be used anywhere at any time to bring calm to an individual)
• Techniques based on brief cognitive behaviour therapy to find helpful, realistic ways of reacting to situations
• How to understand your own role and responsibilities in managing the stress and wellbeing levels for you and your team

For further details please contact Helen Robinson on 0330 100 0809 or helen.robinson@globis.co.uk

To go to the Health & Safety Executive website to view more on the event please click here  

November 10, 2010

9:00 AM to 1:00 PM

Globis Mediation Group and EEF will be hosting a joint mediation seminar on 10^th November 2010

Summary:

It is estimated that workplace conflict costs £24bn a year, with some line managers spending more than a day a week managing associated issues such as sickness absence, grievances and litigation and poor employee engagement, quality and customer relations issues. The business case for managing the risk of conflict and using mediation – a very effective tool – is compelling.

To book your place, click here:

Who should attend Mediation: controlling the risk and cost of workplace conflict?

This half-day seminar will be of particular benefit to HR professionals with responsibility for shaping the company’s response to employment problems.

What are the benefits of attending Mediation: controlling the risk and cost of workplace conflict?

Delegates will:

• Understand how the mediation process works
• Understand how mediation fits with an organisation’s existing processes and procedures (including discipline, grievance and harassment procedures)
• Evaluate the potential savings to the business of using this tool
• Appreciate from case studies what the benefits and pitfalls are

Date & Location:

November 10 2010, EEF Birmingham

Price:               [£95.00 (excl VAT) – EEF members

[£110.00 (excl VAT) - non-members

This seminar is being held in partnership with EEF. To book your place, click here:

About EEF: EEF is a manufacturers’ organisation, supporting more than 5500 businesses across the UK. EEF have a unique combination of business services, government representation and industry intelligence. No other organisation is better placed to provide the skills, knowledge and networks they need to thrive.

Over the last four decades, discrimination legislation has played an important role in helping to make Britain a more equal society.  However, the legislation was complex and, despite the progress that has been made, inequality and discrimination persist and progress on some issues has been stubbornly slow.

The Equality Act 2010 provides a new cross-cutting legislative framework to protect the rights of individuals and advance equality of opportunity for all; to update, simplify and strengthen the previous legislation; and to deliver a simple, modern and accessible framework of discrimination law which protects individuals from unfair treatment and promotes a fair and more equal society.

The provisions in the Equality Act will come into force at different times to allow time for the people and organisations affected by the new laws to prepare for them.  The government is considering how the different provisions will be commenced so that the Act is implemented in an effective and proportionate way.

Provisions coming into force on 1 October 2010

• The basic framework of protection against direct and indirect discrimination, harassment and victimisation in services and public functions; premises; work; education;  associations and transport

• Changing the definition of gender reassignment, by removing the requirement for medical supervision

• Levelling up protection for people discriminated against because they are perceived to have, or are associated with someone who has, a protected characteristic, so providing new protection for people like carers

• Clearer protection for breastfeeding mothers

• Applying the European definition of indirect discrimination to all protected characteristics

• Extending protection from indirect discrimination to disability

• Introducing a new concept of “discrimination arising from disability”, to replace protection under previous legislation lost as a result of a legal judgment

• Applying the detriment model to victimisation protection (aligning with the approach in employment law)

• Harmonising the thresholds for the duty to make reasonable adjustments for disabled people

• Extending protection form 3^rd party harassment to all protected characteristics

• Making it more difficult for disabled people to be unfairly screened out when applying for jobs, by restricting the circumstances in which employers can ask job applicants questions about disability or health

• Allowing claims for direct gender pay discrimination where there is no actual comparator

• Making pay secrecy clauses unenforceable

• Extending protection in private clubs to sex, religion or belief, pregnancy and maternity and gender reassignment

• Introducing new powers for employment tribunals to make recommendations which benefit the wider workforce

• Harmonising provisions allowing voluntary positive action

Provisions the Government is still considering include:

• The socio-economic duty on public bodies
• Dual discrimination
• Duty to make reasonable adjustments to common parts of leasehold and commonhold premises and common parts in Scotland
• Gender pay gap information
• Provisions relating to auxiliary aids in schools
• Diversity reporting by political parties
• Positive action in recruitment and promotion
• Provisions about taxi accessibility
• Prohibition on age discrimination in services and public functions
• Family property
• Civil partnerships on religious premises

Ministers are considering how to implement these remaining provisions in the best way for business and for others with rights and responsibilities under the Act.  Their decisions will be announced in due course.

The Globis Equality Act webinar is available for free during October.  For more information, please click here.

Recent research suggests that workplace conflict currently costs the UK £24bn per year and many line managers spending upwards of one day per week on conflict resolution. With potentially difficult economic times ahead, the demand for conflict management is likely to grow and UK businesses are increasingly looking for creative, pragmatic and cost effective options for building relationships at work.

Harvey Nash Leadership Services – the division of the global recruitment group that helps leading companies develop high performance leadership teams – has entered a new strategic partnership with Globis aimed at helping companies resolve major conflicts.

Globis has helped organisations save tens of millions of pounds by using the principles of mediation. Service areas include:

• Setting up an in-house mediation scheme
• Appointing a mediator
• Mediation training
• Outsourcing a mediation service

 Dr. Noorzaman Rashid, Head of Leadership Services and Government and Public Sector Team at Harvey Nash said ” We are delighted to be able to support our clients with such a strategically important area of their business. Globis are the UK’s leading provider in this field so it is a fantastic development for Harvey Nash Leadership Services and our clients. We look forward to a prosperous relationship.”

 Clive Lewis, Director at Globis said “I am delighted to be working with Harvey Nash on this exciting strategic development. Mediation is proving to be a valuable tool for organisations that recognise the importance of positive relationships in the workplace. I look forward to building a strong partnership with Harvey Nash and helping our clients realise the benefits that come from working with mediation and other conflict management solutions”.   

 About Harvey Nash:

Harvey Nash is a global professional services organisation focused on talent management and committed to delivering the best talent and related services through 35 offices worldwide. The company has three dedicated service lines; Executive Search and Leadership Services; Professional Recruitment and Outsourcing. A trusted advisor to some of the world’s leading businesses, turnover in 2009 was £400million. Harvey Nash professionals pursue the highest levels of integrity and quality in providing a unique portfolio of services.

About Globis:

Globis is a specialist provider of workplace mediation services and works with many of the largest public and private organisations in Europe. Globis director, Clive Lewis, is the author of ‘The Definitive Guide to Workplace Mediation’ and Board member of the Civil Mediation Council. Globis recently trained 16 mediators at East Sussex County Council leading to the implementation of an in-house mediation scheme which has delivered cost savings of almost £1m in just over one year and recently won a recent tender to set up an in-house mediation scheme at Queen Mary, University of London.

For further information please contact Euan Frizzell at Harvey Nash on +44 (0)20 7333 1813 or email euan.frizzell@harveynash.com or Helen Robinson at Globis on + 44 (0) 330 100 0809 or Helen.robinson@globis.co.uk  

Ends>>>>

Characteristics of the parties

• 60% of claimants were men
• 82% of discrimination cases were brought by women
• 86% of defendants were white although only 15% were white in race discrimination cases
• ET applicants were more likely to be aged over 45
• The median pay for claimants in full time permanent positions was £20,000
• 25% of claimants were a member of a trade union
• 27% of cases were from organisations with fewer than 25 employees, 9% had 25-49 employees, 19% 50-249 employees and 45% with 250 or more employees
• The private sector accounted for 72% of ET cases, the public sector 19% and the non-profit sector 8%

Mediation

• 23% of claimants reported that before they put in the ET application someone suggested that they should use mediation, compared with 15% of employers
• 9% of claimants had undertaken mediation
• The most commonly cited reason for not taking part in mediation was that the other party did not want to
• The initial discussion about the possibility of the use of mediation was most common in large employers and those in the private sector
• 27% of employers used an in-house mediator
• Amongst claimants trade union/staff association members were less likely to say that they would use mediation in the future, as were those aged 55 or over

Finally, 36% of claimants said that the case had caused them stress and depression.

The full report can be viewed here.  

July 19, 2010

8:30 AM to 10:00 AM

Date: 19^th July

Time: 8.30 for a 9.00 start

Duration: 1 hour

Location: London

Cost: FREE

Speakers: Teresa Heys and Natalie Beswetherick OBE (Chartered Institute of Physiotherapy)

Modern business demands high quality performance, short response times, long working hours and heavy workloads.

• Stress affects one in five of the working population
• It is now the single biggest cause of sickness absence in the UK
• It costs UK industry £3.7 billion each year
• Four out of five European managers are concerned about stress in the workplace

It makes sense to take the best care of your employees and their psychological needs – not just to comply with legislation, but also to inspire greater engagement, efficiency and productivity. Globis are delivering this free briefing session to give you the facts on managing stress within your organisation.

The Globis briefing session will cover:

• Why organisations should manage stress and wellbeing from humanitarian, economic, legal and publicity perspectives
• Recent cases of work related stress
• The legal position, including the Hatton propositions and brief case law
• Health and Safety Executive’s Management Standards risk assessment approach
• Why ‘buy-in’ from all involved in the organisation is important
• The relevance of policies which cover all aspects of managing stress and wellbeing
• The importance of training for all managers and employees
• The correlation between stress and musculoskeletal problems
• How Globis can help with policies, training, stress and wellbeing risk assessments and one-to-one stress management for specific events

A light breakfast buffet will be served.

To ensure your place at this session please call on 0330 100 0809 or email Helen.robinson@globis.co.uk

July 6, 2010

July 20, 2010

September 17, 2010

September 28, 2010

26th May 2010: In the summer of 2010, Clive Lewis will be conducting a new series of Mediation Master Class sessions. You should register for these sessions if you want to learn more about the world of mediation, improve your mediation skills, want to become a mediator or want to set up or enhance your own mediation practice. The sessions focus mainly on workplace and employment mediation but will also touch on other important areas of mediation.  

The Master Class series will be split into 4 different sessions. These are:

1. Mediation in the broader context

2. Overview of conflict and working with difficult parties

3. Complexity and overcoming blockages in mediation

4. How to set up or enhance your own mediation practice

For more information and to register please click here:

The Mediation Master Class dates are July 6, 20 and September 17 and 28.

Please click here for a useful article that summarises the proposed changes to the existing law brought in by the Act.  

News release

23 March 2010:

Globis has been selected to provide training for staff selected to become in-house mediators and will support the College’s implementation plans. One of the UK’s leading universities, Queen Mary, University of London recognises the role mediation can play in helping to build better relationships in the workplace. The extension of the mediation scheme has been developed as a partnership between HR, unions and staff. 

Sara Corcoran, Head of HR Strategy and Change said “We look forward to working closely with Globis as we expand our capacity for internal mediation and strive to foster a culture of alternative dispute resolution”.

Clive Lewis, Globis director said “It is an honour and privilege to be selected to support such a prestigious organisation. We are looking forward to helping Queen Mary University of London achieve some of the many benefits that come from working with mediation. We have a track record of helping some of the largest organisations in the UK in this area and are excited about partnering with Queen Mary, University of London in a similar way”.

Mediation is being embraced by an increasing number of leading organisations across the UK. The repeal of the statutory dispute procedures on 6^th April 2009 is helping this. The business case for mediation is compelling. Research indicates the cost of conflict at work in the UK as £24bn. Organisations working with mediation have been able to demonstrate significant savings in relation to money and management time.  

For more details visit www.qmul.ac.uk and www.globis.co.uk

Note to Editors:

About Queen Mary University

• Queen Mary, University of London is one of London and the UK’s leading research-focused higher education institutions with some 15,000 undergraduate and postgraduate students.
• Amongst the largest of the colleges of the University of London, Queen Mary’s 3,000 staff deliver world class degree programmes and research across 21 academic departments and institutes, within three sectors: Science and Engineering, Humanities, Social Sciences and Laws: and the school of Medicine and Dentistry.
• Queen Mary is ranked 11^th in the UK according to the Guardian analysis of the 2008 Research Assessment Exercise, and has been described as ‘the biggest star among the research-intensive institutions’ by the Times Higher Education.
• The college has a strong international reputation, with around 20 per cent of students coming from over 100 countries.
• Queen Mary has an annual turnover of £220 million, research income worth £61 million, and generates employment and output worth £600 million to the UK economy each year.
• Queen Mary, as a member of the 1994 Group of research-focused universities, has made a strategic commitment to the highest quality of research, but also to the best possible educational, cultural and social experience for its students. The college is unique amongst London’s universities in being able to offer a completely integrated residential campus, with a 2,000-bed award-winning Student Village on its Mile End campus.

About Globis  

• Globis is one of the UK’s leading national providers of workplace mediation services.
• Globis director, Clive Lewis, is the author of ‘The Definitive Guide to Workplace Mediation’.
• Globis is a Board member of the Civil Mediation Council.
• Globis recently trained 16 mediators at East Sussex County Council leading to the implementation of an in-house mediation scheme which has delivered cost savings of just under £1m in just over one year. East Sussex County Council was on the short list for the CIPD 2009 awards for the introduction of the scheme.

A new ACAS code of practice introducing the concept mediation for the first time was introduced in April 2009

For more information or to request an interview call Helen Robinson on 0303 100 0809 or email Helen.robinson@globis.co.uk

Ends.

On 26/27 January 2010 Globis ran its first Workplace Mediation Conversion Course for civil and commercial mediators. The groundbreaking course has received excellent reviews. There is an ongoing debate in the mediation industry about whether there are any differences in mediating civil/commercial and workplace disputes. Delegates attending the course seemed to think so.

Antony Sendall of Littleton Chambers said “I found the Globis Workplace Mediation Conversion Course both very valuable and highly stimulating. I especially enjoyed the way in which the learning was achieved primarily through dialogue and discussion. The group size was perfectly balanced as it was large enough to result in a diverse range of backgrounds and experience, yet small enough to give everyone sufficient time to say their piece, to exchange thoughts and experiences and to play an active part in the role play scenarios. Despite being an employment lawyer already, I learned a lot and now feel much better equipped to conduct effective workplace mediations”.

Immediately after announcing the course, Globis was contacted with enquiries from civil/commercial mediators who have an interest in adding workplace mediation to their portfolio. The 2 day course, held at the International Dispute Resolution Centre, Fleet Street, London, deals with both the theory and practical aspects of workplace related disputes, looking at key themes such as:

• The 7 step commissioning process
• Understanding key phrases and terms used in workplace disputes
• How to draft a workplace related settlement agreement
• How to follow up after mediation workplace disputes, and
• Providing delegates with an opportunity to practice workplace mediation skills by using real-life case studies
• How to calculate the cost of conflict for an organisation

Jack Fallow, Globis Director said “I am delighted that the first course has been such a great success. We thought long and hard about the design for the programme and it seems that we struck the right balance”.

Due to the continuing demand for the course, new dates have now been added for March. For more details click here:

  Note to Editors:

• Globis director, Clive Lewis is the author of ‘The Definitive Guide to Workplace Mediation’
• Globis is a Board member of the Civil Mediation Council
• A new ACAS Code of practice introducing the concept mediation for the first time was introduced in April 2009
• Globis recently trained 16 mediators at East Sussex County Council leading to the implementation of an in-house mediation scheme which has delivered cost savings of just under £1million in just over one year. East Sussex County Council was on the short list for the CIPD 2009 awards for the introduction of the scheme.

Globis helps many organisations reduce absenteeism and increase presenteeism.  To subscribe for the Globis webinar on sickness and well-being on February 25th,  click here:  

For copies of the report please click here:

For a brief summary of the report please click here:

The book review states

The Business Case for conflict management is clearly set out and would be a useful background in seeking to convince those considering commissioning mediation (management or HR functions).

For more of the book review, click here: Clive Lewis RICS  Book Review

Globis has seen a sharp increase in the number of civil/commercial trained mediators who want to add workplace and employment related mediation to their portfolio. So much so, that they have launched a Workplace Mediation Conversion Course specifically tailored for this group.

The 2 day course will deal with both the theory and the practical aspects of workplace related disputes, looking at key things such as:

• The 7 step commissioning process,
• Understanding key phrases and terms used in workplace disputes,
• How to draft a workplace related settlement agreement,
• How to follow up after mediation workplace disputes, and
• Providing delegates with an opportunity to practice workplace mediation skills by using real-life case studies.

The first course kicks off on 26^th – 27^th January 2010 and will be held at the IDRC, Fleet Street, London. Spaces are likely to be filled quickly.

The business case suggests that conflict in the workplace is costing UK employers £24bn per year. With 2010 likely to bring tighter budgets to most organisations, mediation represents a cost effective alternative to an ongoing workplace dispute or going to tribunal. The indications are that there will be a continued soar in the number of organisations referring case to mediation.

This course attracts Law Society and Bar Standards Board CPD points.

For more information about the course and to book a place, please click here.

Note to Editors:

• Globis is one of the UK’s leading providers of workplace mediation services.
• Globis founder and director, Clive Lewis is the Author of ‘The Definitive Guide to Mediation at Work’.
• A new ACAS code of practice introducing mediation for the first time was introduced in April 2009.
• Globis recently trained 16 mediators at East Sussex County Council leading to the implementation of an in-house mediation scheme which has delivered cost savings of £500,000 in one year. East Sussex County Council is on the short list for the CIPD 2009 awards for the introduction of the scheme.

5 November 2009: The National Institute for Health and Clinical Excellence (NICE) has advised employers to do more to tackle the effects of stress in the workplace.

The cost of work-related mental illness is reported to be £28bn per year – a quarter of the UK’s total sick bill. Nice advised that there are a number of simple steps that organisations can take to prevent stress levels increasing. Part of the problem, they said, lay with the relationship between line managers and direct reports.

Globis MD, Clive Lewis said “Poor working relationships can have a negative impact on productivity and can cause employees to regularly call in sick. Giving feedback, praise, setting objectives and reviewing performance can all help to manage the stress levels faced by today’s workers. Globis has been working hard to help organisations understand more about building better relationships and managing stress in the workplace”.

The Chartered Institute of Personnel and Development recently produced a survey which revealed that a quarter of UK workers describe their mental health as moderate or poor, yet nearly all continued to work regularly.

Dame Carol Black, the government national director for health, who produced a report calling on employers to take more of an interest in the health of their workforce, welcomed the recommendations.

The Confederation of British Industry said that many organisations have set up staff support schemes in recent years.

To view a clip from Professor Mike Kelly, director for Public Helath, NICE please click here.    

30 October 2009 – News Release:

This week, Clive Lewis, Globis founder and MD was interviewed for an article on the BBC’s website. The article, entitled “Doing deals between angry parties” outlines what mediation is and explains some of the key tactics employed to get a successful outcome.

After negotiations between Royal Mail and the Communication Workers Union (CWU) failed to reach agreement despite three days of talks being attended by the TUC’s Brendan Barber, the latest postal strikes are in full swing. Clive, an experienced mediator himself, who has settled hundreds of cases, said that disputes can have several different issues, some not entirely related to the main bone of contention. Pay, working hours and plans for modernisation might all play a part. Something like the issues among the CWU and Royal Mail.

Mediation is used to solve thousands of cases across the UK. There are a number of important key points to follow for a mediation to be successful. Neutral venues to both parties have obvious advantages in creating the right atmosphere; the mediator also operates neutrally in their role. The mediator does not express any views as to the merits of a case being put forward by each side. Their role is to ensure that the parties reach as full an understanding as possible of the strengths and weaknesses of their own and their opponent’s cases. The mediator will guide parties to a point where ideally they reach a settlement.

To view the full article click here

Note to Editors:

•  Globis is one of the UK’s leading providers of workplace mediation services
•  Globis founder and director, Clive Lewis is a Board member of the Civil Mediation Council and author of ‘The Definitive Guide to Mediation at Work’
• A new ACAS code of practice introducing mediation for the first time was introduced in April 2009
• Globis recently trained 16 mediators at East Sussex County Council leading to the implementation of an in-house mediation scheme which has delivered cost savings of £500,000 in one year. East Sussex County Council is on the short list for the CIPD 2009 awards for the introduction of the scheme.

For more information please call Clive Lewis or Jack Fallow on 0800 345 7703 or email info@globis.co.uk

29 October 2009 – News Release:

This morning, Globis founder and MD Clive Lewis, was interviewed live on BBC Radio 5’s Wake Up to Money show. Yesterday, the Communication Workers Union (CWU) informed its members that strikes would be going ahead from today. Both sides have indicated a willingness to engage in dialogue, but sticking points appear to be preventing progress.

Clive Lewis talked about the benefits that mediation brings when parties are in dispute. He discussed how mediators work hard to establish the interests of the parties and attempt to close any gaps.

What is the dispute about?

In 2007, the two sides agreed a Pay and Modernisation agreement. The agreement had 4 phases. The CWU says that Royal Mail has carried out 3 of the 4 planned phases. The 4^th phase is proving to be more difficult to work through. The main sticking points appear to be about the organisations plans for modernisation and the potential impact on job security. Royal Mail is losing £170m per year through a drop in the number of letters and parcels being delivered. To respond to this decline, a number of staffing cuts are being proposed. Royal made a profit in 2008 for the first time in 20 years.

What strike action is planned?

• At 4.00am today, 44, 000 staff in mail centres, delivery units in mail centres, network logistic drivers and garage staff walked out
• Tomorrow, staff at centres in Plymouth, Stockport and Stoke will go on strike
• On Saturday, 77,000 delivery and collection staff will walk out

Mediation is a process that is future focussed. It is less concerned about who is right or wrong. It is more concerned about solving problems so that they don’t occur again. Mediation is used to solve thousands of disputes in the UK every year and succeeds in around 90% of cases. You can listen to the live interview by clicking here. The interview starts 20 minutes into the programme.

Note to Editors:

• Globis is one of the UK’s leading providers of workplace mediation services
• Globis founder and director, Clive Lewis is a Board member of the Civil Mediation Council and Author of ‘The Definitive Guide to Mediation at Work’
• A new ACAS code of practice introducing mediation for the first time was introduced in April 2009
• Globis recently trained 16 mediators at East Sussex County Council leading to the implementation of an in-house mediation scheme which has delivered cost savings of £500,000 in one year. East Sussex County Council is on the short list for the CIPD 2009 awards for the introduction of the scheme.

For more information please call Clive Lewis or Jack Fallow on 0800 345 7703 or email info@globis.co.uk

News Release

Yesterday (8 October 2009), Sir Stuart Rose, Executive Chairman of Marks and Spencer, appeared on the panel of BBC Question Time.  A member of the audience asked the panel a question about Anton de Beke’s recent comments. In case you have missed the commentary on the case here is a summary. Anton de Beke is a current contestant on the BBC Strictly Come Dancing TV show. There have been calls for de Beke to be sacked after it was claimed that he called his partner Laila Rouass a “Paki”. A statement was issued saying that “The BBC does not condone offensive language in the workplace. Anton de Beke has apologised unreservedly to Laila Rouass who has accepted his apology. The BBC has received hundreds of complaints.

Sir Stuart Rose spoke about the many difficulties faced by organisations to manage relationships in the workplace. He went on to say that mediation is a useful tool to help solve workplace disputes. Sir Stuart is one of the UK’s most trusted, admired and respected business leaders. His comments will be of huge benefit to the industry where the business case for mediation is not yet fully recognised.

Globis has been one of the UK’s leading mediation providers to promote the business case for mediation. Conflict costs the UK in excess of £24bn per year. In many cases, line managers are spending 20% of their time managing issues associated with conflict.

Globis founder and director, Clive Lewis said “I welcome Sir Stuart Rose’s comments. Those in the mediation industry can talk about its benefits, but when a leading business man such as Sir Stuart Rose refers to mediation in such a positive way, it adds weight. Hopefully workplaces across the UK will respond to Sir Stuart Rose’s comments by beginning or increasing the use of mediation”. 

Ends:

9 October 2009

Note to Editors:

• Globis is one of the UK’s leading providers of workplace mediation services
• Globis founder and director, Clive Lewis is a Board member of the Civil Mediation Council and Author of ‘The Definitive Guide to Mediation at Work’
• A new ACAS code of practice introducing mediation for the first time was introduced in April 2009
• Globis recently trained 16 mediators at East Sussex County Council leading to the implementation of an in-house mediation scheme which has delivered cost savings of £500,000 in one year. East Sussex County Council is on the short list for the CIPD 2009 awards for the introduction of the scheme.

For more information please call Clive Lewis or Jack Fallow on 0800 345 7703

• Lower Band: Increase from £5,000 to £6,000
• Middle Band: Increase from £15,000 to £18,000
• Upper Band: Increase from £25,000 TO £30,000

The Vento principle is often used during mediation of cases involving an element of discrimination. It can help parties think about what might happen in the event that their dispute isn’t settled during mediation.

The judgement was handed down on 29 September 2009 and is effective immediately.

The dispute was typical of the type if fall outs that happen in organisations up and down the UK every day. In summary, it transpired that the Clubs Executive Director – Dennis Wise forced the signing of a player on Keegan.

In the workplace, it is always beneficial to have up front difficult discussions with colleagues. When relationships break down, mediation can be a tool that allows all parties to achieve a win-win. Mediation allows for all parties to have a say and express what they wan and why they want it.

Globis is encouraging executives across all line manages to realise the benefits of mediation and collaboration to help reduce the £24bn per year bill that comes from conflict being present in the workplace.   

John McGurk, CIPD adviser, learning and development, said “Instances of coaching revealed by the survey were higher than expected with 90% of organisations doing it. This is a reflection of less money for training”. He continued that the survey may also reflect a reappraisal and re-labelling of other management practices. A majority of survey respondents (70%) said that they have increased or maintained their coaching spend. Most coaching was for performance management and leadership development. There is now a trend towards performance-based coaching.”

The survey found that a majority of organisations evaluate the impact of coaching. Globis is experiencing a surge in the number of coaching assignments it is undertaking. Globis is also providing more training for people who want to become accredited coaches as part of its ILM Accredited courses.    

To view more on the CIPD research, please click here:

There is an ongoing dispute about who is responsible for paying the compensation as the original Trust was disbanded in 2002.

Clive Lewis of Globis said “This is another example that shows the importance of building better relationships in the workplace. It is important for organisations to get the balance between task and people management right. Employees are much more likely to resort to litigation now than they would have been, perhaps as recently as 5 years ago.

The business case for these principles has been proven. Organisations that are putting preventative HR solutions in place are already experiencing benefits. One benefit is where management does not have to devote any time to dealing with litigation issues”.

For more on the compensation claim, please click here:

• The maximum amount awarded was £1, 353,432 (Race Claim)
• There was a 20% increase in the number of claims accepted
• The number of unfair dismissal, redundancy pay and breach of contract claims went up
• The number of Working time, equal pay and sex discrimination claims fell
• Costs were awarded in 367 (0.2%) cases
• The average award for costs was £2470
• The EAT rejected over 50% of all Appeals for the first time

For more information and to download a copy of the report please click here:

Established by U.N resolution in 1982, ‘Peace Day’ has grown to include millions of people around the world who participate in all kinds of events, large and small.

For more about the International Day of Peace, please click here.

International Day of Peace

The 650 page preliminary report sets out the current law, procedure and quanta of civil litigation costs. It also includes a number of initial conclusions:

• The introduction of one-way cost shifting into collective actions in England and Wales would be a ‘step too far’
• Away from business litigation, parties are not well informed about the benefits of alternative dispute resolution
• The personal injury litigation  industry is populated by numerous interest groups and middlemen, all of whom have to meet their overheads and make a profit on top. If any layer of activity can be removed from the process…….it may be thought that this will serve the public interest.
• Interms of court fees, it is wrong, in principle, that the entire cost, or most of the cost of the civil justice system should be shifted from tax payers to litigants
• A contingent legal aid fund (CLAF) has some attraction
• Following the retraction of legal aid, either conditional fee arrangements (CFA’s) or some other system of payment by result ‘must exist’ in order to facilitate access to justice.

Options for reform in certain areas are also included such as:

• Disclosure
• Expert evidence
• Costs assessment, both detailed assessment and summary assessment

The full preliminary report is available by clicking here:  

Civil Litigation Costs Review

A review of the health and well being of NHS staff has found high levels of sickness and absence and is calling for a major restructure of systems  to deal with the problems.

The NHS Health and Wellbeing Review found that on average, NHS staff take 10.7 sick days per year compared to 9.7 days being taken across the public sector as a whole and 6.4 days for the private sector. The cost associated to the absences is in the region of £1.7bn per year. The review found that absence in the NHS is reducing at a slower rate than in other parts of the public sector or in the private sector.

The report was led by Dr. Steve Boorman, chief medical adviser to the Royal Mail Group. 

He found incidents where staff continue to go to work when they are not fully fit or highly stressed. Staff also did not believe that line managers showed a positive interest in their health and well being.

Clive Lewis, Globis founder and managing director, refers to the association between conflict and health in his book The Definitive Guide to Workplace Mediation and Managing Conflict at Work. 

Clive comments that when relationships are poor and conflict is present, people may feel ill and will stay at home rather than come to work and face their opponent. The forerunner to Steve Boormans report was the ‘Working for a healthier tomorrow’ report authored by Dame Carol Black.  The correlation is mentioned in my book. Every organisation should have a strategy in place for building better relationships in the workplace. Conflict can also sometimes mean that although someone isn’t unwell, staying at home may be the easier option, thus adding to absenteeism problems. If structures aren’t in place to tackle conflict and to do things like conduct return to work interviews the problems will only get worse.

The NHS Health and Wellbeing Review makes a number of recommendations and says that improvements could save the NHS more than £555m a year and improve patient care.

Key recommendations include:

• Inclusion of staff health and wellbeing measures and performance monitoring in the NHS governaance frameworks
• Publication and monitoring of key health and wellbeing statistics, including annual data on sickness absence
• A national minimum standard of OH (Occupational Health) services across the NHS
• An improved provision of wellness and early intervention services for staff

At the launch of the review, David Nicholson, Chief Executive of the NHS, promised more funding over the next eight months.  The full report and analysis is available in the October edition of Occupational Health 

Health and wellbeing

Globis founder and MD, Clive Lewis, has been invited to speak at this years CIPD annual conference. The conference, which is being held on 17-19 November 2009, is the largest forum to keep people management and development professionals up to date with latest issues, thinking and trends. At the conference delegates will be able to hear expert practitioners and gurus as well as receive practical tips during workshops and master classes.

Clive Lewis will be speaking at a session entitled ‘An organisational approach to mediation’. The session is designed to help delegates understand what steps they should follow to put a world class mediation scheme in place. The session will also feature a case study about East Sussex County Council. Globis trained over 20 staff in mediation skills at East Sussex County Council. Following the training, the council implemented an in-house mediation scheme. The council are currently on the CIPD 2009 award short-list for the mediation scheme which generated £500,000 of productivity savings within its first year of operation.

2009 heralds a new era for the conference which is moving to Central Manchester after being held in Harrogate for many years.

Clive Lewis said

“I am delighted that the CIPD would ask me to speak at their conference this year. I am particularly honoured as it the inaugural year of legislative changes following the Gibbons Review. Globis has been working with many companies to help them understand the best way to benefit from the changes. I am pleased to be able to pass this knowledge on”.

You can attend the presentation at the conference on Thursday 17^th November at 2.45pm. Please click here to go to the conference website. There will also be a Globis Mediation Stand in the exhibition suite throughout the conference.

The CIPD have produced the second in a new series of quarterly surveys of employee attitudes, exposing attitudes how the world of work is changing. The survey is based on a sample size of 3500 people in the UK. 

The report focuses on job security and seeking employment during the recession. 64% of respondents indicated that they thought it would be difficult to find a job during the recession if they were made redundant. 

The report also covers: 

• Employee attitudes towards management
• Job satisfaction
• Pressure control and workload
• Work-life balance and flexible working
• The impact of the recession on both employees and employers

Clive Lewis, founder and MD of Globis commented ” Now is one of the best times for employers to think about how to build better relationships in the workplace. In many cases, the psychological contract has been broken and it has been replaced with a lack of trust. Employees could also think about how they can go the extra mile for their employers. The recession could prove to be a win-win for both employer and employee”.

The latest report can be viewed here:

The Spring 2009 report can be viewed here :

The latest statistics from the Employment Tribunal Service (ETS) have been published. The total number of employment tribunals rose by 43% to 189, 303 during 2007/8.

• The highest number of claims related to equal pay. There were 62,706 equal pay claims in 2007/8 compared to 44,013 for 2006/7 
• There were 40,941 unfair dismissal claims in 2007/8 compared to 44, 491 in 2006/7
• There was a three fold increase in age discrimination claims (2,949) compared with 972 in 2006/7 
• Claims relating to working time rose to 55,712 in 2007/8 compared to 21,127 in the previous year

 Figures on the level of compensation awarded in 2007/8 are:

Globis Director Jack Fallow said “The benefits of mediation and alternative dispute resolution will begin to eventually begin to filter through to parties wishing to go to Tribunal. The evidence suggests that engaging in mediation is far more cost effective for the claimant and defendant both in terms of money and time. There are also benefits in terms of preservation of reputation and avoiding potential risks to ones health”.   

23 July 2009: An article entitled ‘How to solve workplace disputes’ is being featured on the IOD’s website. Written by Clive Lewis, the article highlights the importance for businesses to take the issue of conflict management and mediation seriously. 

To view the article, please click here

(This link will take you directly to the Institute of Directors website).