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  了解事實系列:調解

                      
                        

          
          
                        了解事實系列:調解
            

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    عربي (Arabic)简体中文 (Chinese, Simplified)繁體中文 - Chinese (Traditional)EnglishKreyòl Ayisyen (Haitian Creole)한국어 (Korean)Русском (Russian)Español (Spanish)Tagalog (Tagalog)Tiếng Việt (Vietnamese)
              Issuing Authority
          

  本文件經美國平等就業機會委員會主席批准發布。該文件的英文版用詞選擇經過仔細審查,且經該機構領導批准,是唯一的官方指南。此譯文是為需要譯文的人提供的,但不是官方指南,因為此譯文沒有經過同樣嚴格的審查和批准程序。
        

  OLC Control Number
                                              EEOC-NVTA-0000-9


        

  Concise Display Name
                                              Get the Facts Series:  Mediation


        

  Issue Date
                                              02-11-1999


        

  General Topics
                                              Mediation, Charge Processing


                

  Summary
                                              This document explains the EEOC's mediation program.


        

  Citation
                                              Title VII, 29 CFR Part 1601


        

  Document Applicant
                                              Mediation Practitioners, Parties to Mediation, Employees, Employers, Applicants, HR Practitioners


        

  Previous Revision
                                              No


        Disclaimer
          

  The contents of this document do not have the force and effect of law and are not meant to bind the public in any way. This document is intended only to provide clarity to the public regarding existing requirements under the law or agency policies.由美國平等就業機會委員會 (EEOC) 提供的調解是一種替代性解決糾紛 (ADR) 的形式,是傳統調查或訴訟程序的替代方案。調解是一個非正式的過程,由中立的第三方協助各方當事人協商,找到自願解決歧視指控的方案。調解使雙方有機會討論指控中提出的問題,消除誤解,確定根本利益或關切事項,找到達成協議的範圍,並最終將這些協議納入解決方案。調解員不會將決定強加於當事人。而是幫助雙方達成各自都能接受的解決方案。

調解的過程

平等就業機會委員會代表將聯繫員工和雇主,了解他們是否同意參加調解。如果雙方同意,將安排由訓練有素且經驗豐富的調解人進行調解。雖然參與 EEOC 的調解計劃不一定需要律師或其他代表,但任何一方都可以選擇這樣做。重要的是參加調解會議的人員必須有權解決爭議。如果調解不成功,該項指控將像其他指控一樣進入調查程序。

調解的好處

***免費***

調解對雙方當事人都是免費的。

***公正中立***

各方當事人在整個過程中有平等的發言權,和解條件是由雙方當事人,而不是調解人決定。在此過程中不確定有罪或無罪。

***節省時間和金錢***

調解通常發生在指控過程的初期階段,許多調解在一次會議中完成。當事人可以請律師或其他代表,但不是必需的。

***保密***

各方簽訂保密協議。調解期間披露的信息不會透露給任何人,包括其他平等就業機會委員會( EEOC) 調查或法律人員。

***避免訴訟***

可以避免冗長的法律訴訟。調解的成本低於訴訟,並避免了司法結果的不確定性。

***促進合作***

調解促進指控問題的解決,並減少了工作場所的停工。如果尋求調查程序,即使平等就業機會委員會駁回了指控,潛在的問題仍可能存在,影響其他員工和人力資源部門人員。

***改善溝通***

調解提供了一個中立和保密的環境,雙方可以公開討論他們對潛在爭議的看法。

***發現工作場所的真正問題***

各方共享信息,從而更好地了解影響工作場所的問題。

***設計您自己的解決方案***

中立的第三方協助雙方達成自願、互利的解決方案。調解可以解決對當事人重要的所有問題,而不只是潛在的法律糾紛。

***共贏***

一項獨立調查顯示,96% 的受訪雇主和 91% 的提出指控的員工在使用過調解後都表示,未來如果有機會,還會再次利用調解的機制。



**雇主的話**

**Safeway Inc.****東區人力資源總監****Donna M. Gwin****表示:**

*【一旦雇主擺脫了「如果我們沒有做錯任何事,就不應該去調解」的迷思,並決定參與,爭議中的真正問題就會變得清晰。通過調解,我們有機會主動地解決問題並避免將來可能受到的指控。我們已經看到,向平等就業機會委員會**EEOC**提出的針對我們的指控數量實際上有所下降。我們相信,我們參與調解和傾聽員工的心聲促成了這一下降。】*

**ConAgra Foods, Inc.****員工效率副總裁****Linda I. Workman****表示:**

*【無論問題如何,也不管是否適用第七章,如果問題在耗盡資源,給員工帶來壓力,或者對生產力產生負面影響,那麼就將問題攤開來討論,進行調解並解決,這才是確保員工效率的最明智、最快捷的方法。】*

欲了解更多信息,請訪問我們的網站:http://www.eeoc.gov 或聯繫:
1-800-669-4000(語音)
或
1-800-669-6820(聽力/語言障礙專線)Return to top

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