Employment & Contract Mediation
Employment & Contract Mediation
Workplace and contractual disputes often extend beyond isolated disagreements, influencing productivity, morale, and professional relationships. In the employment context, matters frequently involve disputes over non‑compete or confidentiality agreements, claims of workplace discrimination, and conflicts arising from wage and hour issues that have eroded trust between employer and employee. Within the contract arena, issues commonly include disagreements over service delivery and payment terms, along with scope‑of‑work disputes where interpretations and expectations have diverged. Addressing both legal considerations and the underlying dynamics, this mediation process offers a structured path toward resolution that preserves working relationships and mitigates the broader costs of unresolved conflict.
Employment & Contract Mediation Services
- Litigated and non-litigated mediation for employment and contracts
- Neutral guidance to clarify issues and support resolution in complex workplace disputes
- Admitted to State of New Jersey Court Roster of Mediator per Rule 1:40
- Cost‑conscious mediation model designed for timely, outcome‑driven resolution.
Early-Stage, Non-Litigated Mediation
Mediation is often associated with the stage between the start of legal proceedings and a judge or jury’s decision. In practice, effective intervention can occur earlier — after the conflict has escalated, attorneys are engaged, and either progress has stalled or the exchange between counsel has intensified the stalemate. At this point, counsel may recommend bringing in a neutral party to help move discussions forward. The primary motivation is typically cost containment: because the rate is divided between the parties, the expense is significantly lower than continuing through separate counsel or awaiting a court date. At $315 per hour — $157.50 per party — this approach offers an immediate cost advantage over the $300–$400 or more per hour charged by many attorneys, and is far less than the cumulative expense of prolonged disputes. The objective in these early‑stage matters is to shift the focus from entrenched positions to achievable agreements, allowing parties to move beyond the conflict and toward resolution.