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.

June 29, 2011 to July 1, 2011

July 7, 2011 to July 8, 2011

September 13, 2011

September 22, 2011 to September 23, 2011

December 5, 2011 to December 7, 2011

December 15, 2011 to December 16, 2011

The National Employment and Workplace Mediation Certificate is Globis’ flagship course and runs in two units over 5 days as 2 blocks of 3 and 2 days. It provides delegates with the skills needed to become an accredited workplace mediator. Employment mediation refers to post termination disputes. Workplace mediation refers to disputes where there is an ongoing employment relationship. Many mediation providers only train in workplace mediation skills. Our course will equip you to mediate both employment and workplace disputes.

September 29, 2011

This one day course will help you understand that difficult conversations do not need to be as daunting as they appear, and will highlight the benefits that managing difficult conversations can bring to you as an individual, and to the organisation. You will learn how to manage difficult conversations, still achieve business objectives and keep important relationships intact.

By the end of the session delegates will have learned 10 practical steps to enable them to address difficult issues and tackle potentially awkward situations.

Content

Full course content can be found by clicking here

October 12, 2011 to October 14, 2011

There has never been a better time to train as an employment and workplace mediator. Globis Mediation Group began running the Workplace Mediation Conversion Course in 2010 and has quickly established an enviable reputation in the marketplace for the quality of the course.

The business case for mediation in the workplace is compelling and an increasing number of civil/commercial trained mediators are adding workplace and employment related mediation to their portfolio. 

For more information about this course, and to book your place, please click here

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.

November 23, 2011 to November 24, 2011

There has never been a better time to improve your skills as an employment and workplace mediator. If you have already trained as a mediator and would like an opportunity to sharpen and expand your mediation skills and understanding, then this course is for you. With mediation on the coalition government’s agenda, awareness of the benefits of mediation is spreading and demand for mediation skills is escalating. This course will enhance your mediation dexterity and increase your confidence of handling complex disputes. Delegates of this course will leave more confident and better equipped to successfully handle the most challenging of mediation situations.

For more information about this course and to book your place, please click 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

June 29, 2011

June 30, 2011

July 1, 2011

July 7, 2011

July 8, 2011

Due to popular demand, Globis Mediation Group has scheduled a further training course in London. 

The National Employment and Workplace Mediation Certificate is Globis’ flagship course and runs in two units over 5 days as 2 blocks of 3 and 2 days. It provides delegates with the skills needed to become an accredited workplace mediator. Employment mediation refers to post termination disputes. Workplace mediation refers to disputes where there is an ongoing employment relationship. Many mediation providers only train in workplace mediation skills. Our course will equip you to mediate both employment and workplace disputes.

Please click here for further information.

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.  

March 14, 2011

The session will cover the following topics:

Definitions:
• What is bullying?
• What is harassment?
• Examples
• Case studies

Equality Act 2010:
• New Employment Act (October 2010)
• Protected characteristics
• Associative discrimination
• Vicarious liability
• Individual responsibility
• New powers for Employment Tribunals

Appropriate and Inappropriate Behaviour:
• Defining respect
• Dignity at work
• Handling difficult conversations
• Being assertive
• Customer expectations
• Individual responsibilities

Where to go for Further Information:
• Company policy and procedure
• Line manager support
• HR support
• Colleague support
• Websites
• Revisit briefing outline

Please click here for further information

December 1, 2011

Recently, organisations have been faced with economic uncertainty, budget cuts, rising unemployment, constant change and performance issues. These have increased the need for difficult conversations. The ‘How to’ Managing Difficult Conversations series has been launched in response to a growing demand from managers requesting help to prepare for situations they are facing. It will help you ensure that you get the outcome you want from a conversation you don’t.

Further information

September 27, 2011 to September 28, 2011

If you have already trained as a workplace and employment mediator and would like an opportunity to further develop your mediation skills and understanding, then this course is for you.

• You will deepen your knowledge of why relationships break down and how mediation can help parties move from dispute to resolution.
• You will explore the true costs of conflict and reflect on how the mediator’s style can be adjusted based on the type of individuals involved in the dispute.
• This course will build on your current skills, whilst challenging you to move out of your comfort zone.

There are also a number of complex case studies that delegates are expected to get to grips with over the 2 days. This course will build on your current skills, whilst challenging you to move out of your comfort zone.

Click here for further information

October 6, 2011 to October 7, 2011

Context
 

Mediation in the workplace is currently one of the fastest growing interest areas for many organisations. Mediation is a highly effective tool for resolving workplace disputes. In April 2009, legislation was introduced to encourage organisations to pursue the early resolution of disputes. However, mediation is still a relatively unknown phenomenon.
 

Aim of the course
 

This two day course will do two things. Firstly it will increase your knowledge and understanding about mediation. Secondly, it will give you the opportunity to practice the skills associated with mediation. These are primarily listening, questioning, and negotiating.

Further information – please click here

September 7, 2011

On 27th January 2011, the Government announced a three month Consultation on its plan to review workplace dispute resolution processes and employment laws as part of introducing a new Employers Charter. Disputes in the workplace cost time and money. Moreover, disputes can affect morale, reduce productivity and ultimately undermine economic growth. The Government is seeking to encourage employers and employees to work together to resolve disagreements that arise in the workplace.

The Government Consultation paper states ‘We want to help people to help themselves. It makes good sense to preserve the working relationship where possible, and to achieve a swift resolution where it’s not’.
 

The Government is seeking views on measures to:

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.

In the consultation, the first proposal states:

‘Mediation – The Government is considering how we might enable greater use of alternative dispute resolution tools such as mediation.’

There has never been a better time to learn more about employment and workplace mediation.

Further information

March 17, 2011 to March 18, 2011

May 19, 2011 to May 20, 2011

September 22, 2011 to September 23, 2011

December 15, 2011 to December 16, 2011

This 2 day course explores how to best utilise mediation skills in an employment and workplace setting. We advise taking this course as the 2nd workplace mediation course after completing the Foundation in workplace mediation skills. Mediation in the workplace is quickly being established as a HR intervention that adds value.

Further information – click here.

March 9, 2011 to March 11, 2011

May 10, 2011 to May 12, 2011

September 13, 2011 to September 15, 2011

December 5, 2011 to December 7, 2011

This 3-day course provides delegates with an insight to the skills required to deal with conflict and employment disputes within the business or organisational context. It covers a range of issues giving an introduction to mediation and the use of mediation strategies and approaches within organisations. In particular, it focuses on how the mediation concept works, why it adds value and its likely future as a conflict resolution tool. Delegates will learn about the skills required to deal with conflict effectively and how these ‘everyday skills’ can be used within their own roles to deal with challenging and difficult people issues more effectively.

Further information – please click here

February 16, 2011

2:00 PM to 3:00 PM

How unions and management can work together

In 2009, East Sussex County Council announced productivity savings of £500,000 from the implementation of an in-house mediation scheme. The success of the scheme was only made possible because of collaborative working between the unions and management. This included representatives from each being trained together as mediators. This session will focus on how this remarkable achievement happened and how other organisations can learn from what East Sussex did.

For further information, please click here.

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  

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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.

In October 2010, the Equality Bill is scheduled to become law in the UK. It’ s the biggest single biggest piece of employment legislation that the UK will face this year. The Bill is designed to ensure that everybody is adequately protected against discrimination.

 A socio-economic duty to reduce inequality

The Bill will consolidate existing legislation on sex, race, disability, sexual orientation, religion or belief and age. If not followed or prepared for properly, it could result in significant costs for organisations. The Equalities Office is estimating that its implementation is likely to cost somewhere in the region of £310million mainly as a result of extra tribunal and court cases.

Speaking of a link to bullying and harassment, and the events of the last week, the focus of the new Bill will be on ‘preventing unwanted conduct which has the purpose or effect of violating a persons’ dignity or creating a hostile environment’. The emphasis is on the concept of prevention and the steps an organisation takes to help prevention. Organisations will be compelled to recognise their socio-economic duty to reduce inequality.

The Bill will include a new term of ‘protected characteristic’ – a protected characteristic being sex, race, age, and religious belief etc. Conduct which is ‘related to’ a protected characteristic will be also be covered. For example it will protect an employee from being harassed because of their association with someone – such as having a relative who is a homosexual or of a certain race.

The Bill is also designed to increase transparency about pay. Organisations in the private sector with more than 250 employees will be required to publish information on differences in pay between male and female employees (from 2013). The public sector will be required to publish pay gap reports too. The public sector will also be forced to consider equality when deciding on purchasing or outsourcing.

In recruitment, an employer will be able to take a ‘protected characteristic’ into account. For example, where a male and female applicant are considered as having equal skills and experience, the female could be appointed where there is female under representation. This is in effect, positive action.

Employment tribunals will have new powers to make recommendations that will have to be applied to the whole workforce. For example, if a former employee wins a case for being discriminated against, the organisation could be ordered to provide training in equality and diversity management for all managers.

The Bill is far reaching. Even the Pope has had something to say about it!

What can you do now?

• Ensure your equality and diversity policies are compliant – carry out Equality Impact Assessments
• Deliver staff briefing sessions on the changing legislation
• Deliver one day courses on ‘Equality & Diversity – how to manage difference’
• Run training sessions on the prevention of bullying and harassment
• Deliver training sessions on managing difficult conversations
• Set up an in-house mediation scheme

For more information about the Equality Bill visit:

Government Equalities Office

Equalities and Human Rights Commission

Houses of Parliament

Clive Lewis

Director – Globis

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: