What Is Mediation?
Mediation is a process used to determine if parties engaged in a dispute can reach an agreement which is acceptable to all disputants. The process of mediation, facilitated by one mediator, focuses on the true interests of the disputants and provides the opportunity to determine if an agreement can be reached. The mediator does not suggest a solution; his or her function is only to facilitate the process and enable the disputants to reach a solution.
Who Are the Mediators at Austin Community College?
Employees who serve as mediators have been trained in dispute resolution at the Center for Public Policy Dispute Resolution, and/or the University of Texas School of Law. They are:
- Denise Anding, Counselor LPC, PIN
- Erica Breedlove, Manager - Employment and Outreach Services, HBC
- Herb Coleman, Director Instructional Computing and Technology (ICT); Adjunct Professor Psychology, HBC
- Judy Green, Executive Assistant, HBC
- Joyce Guillory, Professor, RGC
- Margie K. Shelnutt, Administrative Assistant III, CYP
- Stacey Stover, Professor, RRC
- Mariano Diaz-Miranda, Professor, RVS
If you are interested in being a mediator, contact the Office of Human Resources, 512-223-7572.
What Code of Ethics Will the Mediators Follow?
All mediators will maintain impartiality, neutrality, and confidentiality at all times. The Code of Ethics espoused by all of the mediators in the mediation pool can be found here.
Who Will Oversee the Dispute Resolution Process at Austin Community College?
A mediation committee, which will have the oversight of the mediation process as its sole purpose, will be formed with the following membership:
- Vice President, Human Resources, Chair
Representatives, who need not be mediators, will include:
- 1 administrator
- 1 academic faculty member
- 1 adjunct faculty member
- 1 classified employee
- 1 professional/technical employee
When Is Mediation Appropriate and What Guidelines Will Be Followed?
Mediation outside of the College's Grievance Process:
Employees are afforded the opportunity to utilize mediation as a method to resolve conflicts which have a negative affect on the College or on their work unit. When employees have determined that they are unable to work productively together, mediation may be requested. Both parties to the conflict must agree to the mediation. Mediation may not be considered appropriate in every situation. The Vice President for Human Resources will determine, for each situation, if mediation is appropriate.
- The Vice President for Human Resources will furnish the names of available mediators.
- Mediators will be assigned by the Vice President of Human Resources. An employee may object to a mediator if there is a conflict of interest or other appropriate reason; another mediator may then be assigned.
- The mediator(s) will begin the process of mediation immediately and complete the process as soon as is reasonably possible.
- The mediation process and content is confidential between the mediator and parties. The information discussed may not be used for any other purpose.
Mediation within the College's Complaint and Grievance Process:
If an employee files a complaint or grievance, they may utilize mediation as a step to resolving the grievance - Complaint and Grievance Process. If the employee requests mediation, the grievance process is temporarily halted until mediation is completed.