How we can help you
In our view, mediation should be used in most disputes and the recent move to ‘Compulsory Mediation’ by our judicial system is the right one. Latitude Mediation can assist with all mediations, broadly broken down into Civil & Commercial, Workplace & Employment, family or SEND matters.
Mediation is not suitable for all disputes: If you have an undisputed debt (the other party acknowledges that they owe you money) a debt collector or a statute demand will be preferable. If you are unable to locate the other party, you need a tracing agent. Criminal cases are generally not suitable for mediation, albeit that non-violent criminal action such as bullying and harassment are often mediated. Finally, if your dispute is complex and you need legal advice then a lawyer should be consulted. If in doubt contact us to find out whether we can support you.
Civil and Commercial mediation
A non-exhaustive list of the types of disputes that Latitude Mediation can assist with includes:
- Business &General Commercial
- Armed Forces Issues
- Inheritance/ Wills & Probate
- Land & property
- Professional Negligence
- Insurance and P&I club matters
- Construction and Engineering
Effectively these are the main personal issues that arise.
Workplace and Employment mediation
Workplace disputes can be premised on many different situation or grievance types, and might span a mix of behaviour, acts and omissions, and/or the circumstances in which a person or group’s employment is terminated or altered. All such situations or grievances – for example, furlough disputes and changed working conditions, unfair or wrongful dismissal claims, or instances of possible discrimination, all have potential to escalate into formal court or tribunal proceedings.
The conciliatory nature of mediation should enable the continuation or reinstatement of a workplace relationship, if desirable, or otherwise allow the optimum settlement from both a personal and business organisational standpoint if the termination of the employment is preferred. The often thought provoking content of mediation, can also prompt employers to review their practices and policies.
A skilled mediator offers neutrality, impartiality and confidentiality to all matters referred, but will establish both parties’ trust and confidence and facilitate often difficult dialogue, to identify the issues and allow the parties to settle those in a mutually agreeable manner.
Assisting Businesses & HR Professionals
Early intervention is key and many situations need proactive management before they emerge into a legal dispute. Many workplace conflicts and differences are forgotten about or put down to workplace politics and daily life resumes, but sometimes if left unchecked, they will lead to full-blown litigation. COVID19 has created disparity in working conditions and relations worldwide and the frequency of workplace disputes are sadly at an unprecedented high. The tension and friction among the workforce with any dispute will not only impact on the individuals motivation, engagement and performance, but can potentially also impact on the overall morale and social glue holding the business together. Early, proactive management and intervention from an independent, neutral external party, who can provide complete confidentiality to participants and facilitate difficult conversations, is crucial.
Working with Legal Representatives
Litigation and other formal dispute channels have always carried risk and cost for the parties involved. Even seasoned lawyers will these days recognise that litigation is really to be the course of last resort, with mediation widely regarded as the leading alternative dispute resolution approach.
When mediation was introduced to the UK in the early 1990s, there was resistance to the concept. However, the implementation of the Civil Procedure Rules (CPR) in 1999 made it obligatory to actively manage cases, ensuring they were dealt with justly, equitably and fairly and that costs incurred were proportionate. The overriding objective of the CPR of course is “to improve access to justice by making legal proceedings cheaper, quicker, and easier to understand for non-lawyers”. The consideration of ADR saw mediation firmly placed as a central feature of the ‘new’ civil litigation landscape (see for example Dunnett v Railtrack (2002)). Of course the most recent move to embrace compulsory mediation by our justice system is clear indication of how our legal system is evolving.
So whilst mediation may not suit all disputes, all the time, it should always be lodged in the conscience of parties and their advisers alike, as a course worth trying.
Code of Practice
Serena became an Accredited Mediator 2008 (Clerksroom), re-qualified and trained in Work Place & Employment mediation 2019 (Society of Mediators ‘SOM’). Latitude Mediation is a member of SOM.
We are fully compliant with the European Code of Practice for Mediators 2004 and Latitude Mediation Code of Practice 2020. See also Latitude Mediation Rules 2020.
Complaints, Comments and Compliments Policy
Latitude Mediation is committed to providing an outstanding level of service. We treat all complaints very seriously and will ensure that they are dealt with promptly, fairly and in confidence. Wherever possible we will endeavour to resolve any complaint as soon as they become aware of it, and to provide a written response within 28 days. Complaints can be raised through our contact page, by email to email@example.com or call 07561 637981.
If you have exhausted our internal complaints procedure and you are still dissatisfied with the resolution of your complaint you may make a further complaint to the Civil Mediation Council (CMC).
Comments and compliments
We always welcome any other comments and compliments about our service. Please contact us in any of the ways mentioned above, complete an evaluation form where provided or email us via our website.