Faculty and classified staff are encouraged to seek an appropriate resolution to any conflict within the Institute through discussion with those persons and departments that may be involved. If this does not resolve the conflict, the parties are urged to seek the assistance of an informal mediation process. The Institute supports the practice of administrators, faculty, and staff who consider having their disputes resolved through the mediation process prior to filing for formal proceedings.

What is mediation?

Mediation is a process through which a trained neutral facilitates settlement discussions between parties. The neutral has no authority to make a decision or to impose a settlement upon the parties. The neutral attempts to focus the attention of the parties upon their needs and interests rather than upon rights and positions. The mediation process is voluntary, confidential, private, and privileged.

Who administers a mediation?

Mediations are administered through the Ombuds Program, which is a confidential, neutral, informal, and independent conflict resolution and management resource open to assist any member of the Georgia Institute of Technology community.

Why should employees seek mediation?

• Mediation is a free and confidential service.
• Ombudsmen are fair and neutral – the ombuds will not declare an employee innocent or guilty, but will help lead employees toward greater clarification of the issue.
• Ombuds can speak individually with employees or assist as a third party between two employees, thus helping them reach a mutually beneficial resolution.
• Mediation improves communication, as both parties can openly discuss their opinions in a non-threatening, confidential setting. 

Participating in mediation can help save time and energy. By seeking assistance from a third party, the issue may be resolved in half the time and both parties can return to a happier workplace environment.