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Mediation in labour conflicts in Amsterdam

Conflicts often arise from misunderstandings in communication. Employees have the feeling of not understanding each other. Is there an employment conflict in Amsterdam? Cultural differences can further escalate a labour dispute. This will cause irritation and tension. Sometimes, emotions run so high that they result in long-term absenteeism. In some cases, the labour dispute even leads to dismissal.

What kind of conflicts may arise?

Various conflicts can arise in the workplace. Both between the employee and the employer and between colleagues. Firstly, conflicts often arise from ignorance and misunderstanding. Especially about each other’s customs, beliefs or culture. The colleague who retires to prayer during the break, and thus falls outside the culture of the team. Or the colleague who skips the Friday afternoon drinks because of the snacks he does not eat because of his religion. The employee who does not dare to stand up to the employer and therefore comes across as a snob to his boss. The employer who gives commands to his employee because he is used to it from his culture, while his employee is used to a completely different way of working together. And so many irritations can arise in the workplace.

Secondly, conflicts often arise due to poor or even total lack of communication. This may be because one or more of the parties does not speak Dutch well. As a result, people misunderstand each other. It can also happen that someone who does not speak the language well avoids conversations with colleagues or the manager. Or an employee may not dare to communicate well with the employer because of the relationships in position that he or she has inherited from his or her own culture. When communication is not good, ignorance and irritation can grow into conflict.

An employment mediator can help

Are tensions threatening to rise too high? Then an employment mediator can help prevent the situation from escalating. He does this by helping to find a solution. A solution that both parties can agree to. In a number of conversations, he looks for the problem. A mediator mediates between both parties and is independent and impartial. Meetings with a mediator are confidential.

Who calls in the mediator?

In labour conflicts, it is usually the managing director of the company or the Health and Safety Executive who calls in a mediator. But the mediator can be called in by anyone, even the employee can seek help from a mediator. Wanneer de werkgever of de Arbodienst de mediator inschakelen worden de kosten betaald door de werkgever. If the employee takes the initiative, he/she will have to agree on the costs with the employer or decide to pay for it himself/herself. The mediator works with an hourly rate.

What does a mediation process look like?

Introductory meeting
In an individual introductory meeting, the conflict situation is mapped out. An intake interview is also a first meeting in which it becomes clear whether there is a click with the mediator. In order to dare to talk openly about matters, it is important that one feels at ease with the mediator.

Joint meeting
The intake interview is followed by a joint meeting in which both parties sit down with the mediator. The mediator listens, asks questions, makes adjustments and mediates.

How long does the process take?

The duration depends on the nature of the conflict and the course of the process. Usually, 2-3 conversations will be enough to reach a solution.

 

 

 


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