The problem we saw in the recent residential debate is familiar to any mediator: How do you keep angry people from interrupting each other?
It is a duty, I believe, on the part of those who belong to the legal fraternity, to do the needful to disseminate the same by participating and organizing legal awareness drives, so that in the long run, the scope of alternate dispute resolution not only looks good in the black and white text, but also as being applied and implemented in its practical sense to reduce the load on our already over-loaded judiciary, and also to aid in the speedy settlement of disputes and better the access to justice.
This article discusses how mediation can help business, an inspiring example from The Middle East.
Accordingly, a blanket “no settlement” policy may not be in the best interests of the company’s bottom line. There are three instances where companies should put aside their instinct to litigate and explore mediation.
This document will analyze a conflict scenario with respect to the conflict’s candidacy (suitability) for mediation.
Is mandatory mediation training in India too late?
Pitt and Jolie's divorce has taken a long time, filed for in 2016, although divorced in 2019 their agreement regarding child custody and financial assets is still ongoing.
Examines the outcome of the CJEU’s decision known as Schrems II from the perspective of mediation service providers and mediators. Proposes practical steps in which the results of Schrems II may be addressed. Reviews the emerging responses of Data Protection Authorities in Europe and the USA.
Many people assume that the only way to resolve a family law matter is to retain counsel and commence a Court action. This is a wrong assumption.
The Role of Restorative Practices in Effectively Addressing Gender Discrimination and Harassment in the Workplace
Numerous federal and state laws prohibit gender discrimination and harassment in the workplace. Under Title VII of the Civil Rights Act of 1964 and state antidiscrimination statutes, an employer must not impose adverse employment actions or otherwise discriminate against individuals based on gender.
Before couples decide the best course of action when separating, it is helpful to know the essential steps of the mediation process.
As the world continues to grapple with racial injustice and unrest as masses of people from all ethnicities protest in the streets, this article examines the subliminal influence of historical racial symbols and practices namely, statues and monuments, slave plantation sites and tours, market houses where slaves were sold, and street names that bear the scars of slavery.
A psychologically safe space must be offered and maintained if a participant is going to be invited to and chooses to explore any underlying drivers to their thoughts and behaviours which may have contributed to the formation or perpetuation of conflict with another.
A survey of judges provides some insight on the mediation landscape in Wisconsin.
Practicing effective communication is one of the most impactful ways to prevent conflict in the workplace.
This work juxtaposes an announcement by AAA-ICDR with articles that promote dialogue to address racial: 1) Are We Ever Neutral? Should We Be? 2) Staying with Conflict - Election Edition: A Conflict Practitioner’s Lens on the US Election 3) What's the Right Thing to do When You are Really Angry About What's Happening in America?
This article combines voices from all 7 continents as they discuss how COVID has affected the conflict resolution field around them.
Conflict Resolution in the Time of COVID-19--Voices from Seven Continents of the World: South America
This article discusses the "Community Spread" of Mediation in a Post COVID-19 World.
There is a saying among mediators: often at the start of a mediation, the mediator is the only optimistic person in the room. She is the only one who believes the matter will settle.
Divorce or separation is a big challenge in itself.
This Primer in Neuroscience, Emotions and how they impact decision-making, along with understanding the myth of rationality, can help mediators navigate difficult moments in mediation and steer parties towards a productive path.
Apologies for medical errors and poor medical outcomes are typically omitted from the practice of medicine in the classic tort malpractice approach to managing communication to the detriment of injured patients.
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