What Should I Expect 

From the Mediator?

The Federal Retirement Thrift Investment Board (FRTIB) uses contract 

or shared neutral mediators to assist 

the parties through the process. Mediators are impartial with no personal interest in the dispute they are mediating. They do not judge or assess blame.

A mediator is expected to guide the 

negotiations and communications 

between the parties. In cases where 

the issues are clearly defined, the 

mediator may simply facilitate discussions. However, because mediators are 

specially trained and experienced in 

conflict resolution techniques, they are 

able to help the parties work through 

strained or emotional communications, 

distrust, and long standing conflict.

Mediators help explore creative solutions to problems, but it is the parties, 

in coordination with OGC, who agree 

upon the solution as the mediator does 

not have the power to force a decision 

on either party. Private conversations 

held separately with the mediator are 

confidential, and mediators do not 

disclose information to individuals not 

involved in the dispute resolution 

proceeding.

F R T I B E E O , D i v e r s i t y & 

I n c l u s i o n I n i t i a t i v e s

Don Sapp

EEO Manager, Office of Resource 

Management

77 K Street, NE - Room # 10-098

Washington, DC 20002

202-864-8536 (Office)

202-748-2422 (Cell)

Donald.Sapp@tsp.gov 

We administer the TSP solely in the 

interest of Participants and Beneficiaries.

A Solution to 

Workplace 

Disputes

Mediation can be requested at any time by a 

FRTIB employee to address a workplace dispute. Mediation may be used in lieu of, prior 

to, or after engaging in an administrative 

process such as the EEO complaint process, 

administrative grievance procedure, or filing 

an appeal with the Merit Systems Protection 

Board.

 Mutually acceptable solutions

 Employs third party neutrals

 Develops greater understanding

 Informal problem solving process

 Advances both parties interests

 Timely

 In place to support you

 Open to alternatives

 Non-judgmental

PROMOTES A BETTER WORK ENVIRONMENT

CONFIDENTIAL

SAVES ALL INVOLVED TIME AND MONEY!!

 WORKS FOR ALL PARTIES INVOLVED  FAIR AND NEUTRAL  AVOIDS UNNECESSARY LITIGATION

CONFIDENTIAL WORKS FOR ALL PARTIES INVOLVED FAIR & NEUTRAL AVOIDS UNNECESSARY LITIGATIO

N
What is Mediation?

Mediation is an alternative dispute resolution (ADR) process that can be used to 

resolve problems between individuals or 

groups. In this process, an impartial 

person referred to as a neutral or mediator, helps facilitate communication between the parties. During the mediation 

session, the mediator helps the parties 

discuss the problem, identify the real 

issues, and explore options to create a 

voluntary, mutually acceptable solution.

Mediation is recommended when:

 There is interest in resolving the 

dispute quickly.

 There is a need for a private setting to 

discuss the issues.

 The parties want someone not 

involved in the dispute to facilitate 

their communication.

 The parties want to either preserve 

their relationship or end the relationship in the least adversarial way.

 The parties are interested in 

retaining control of the outcome.

Mediation is not recommended 

when:

 The parties want someone to determine who is right and who is wrong.

 The dispute involves waste, fraud, 

patient abuse, criminal activity, or 

allegations of sexual harassment.

How Does The Mediation 

Process Work?

The mediation process typically involves five 

stages:

Stage 1. Preparation 

– Parties entering into mediation should prepare in advance by assessing their interests and 

expectations before arriving at the mediation 

table.

Stage 2. Introduction 

– The mediation session begins with the mediator:

 Making introductions. 

 Explaining the role of the mediator.

 Reminding the parties to the mediation of 

the confidential nature of the session.

 Setting up the ground rules for the session.

Stage 3. Overview of the Issues 

– This stage of the process gives each party an 

opportunity to listen to and really hear the other person’s perspective. Each party:

 Describes the factual situation from his or 

her perspective.

 Shares their thoughts, concerns and feelings about the issues involved.

Stage 4. Problem Solving 

– During this stage, the parties, either jointly or 

separately:

 Build common interest.

 Narrow the differences between them.

 Help each other explore the most promising 

options.

Stage 5. Agreement 

– The agreement is a written document, overseen for compliance by OGC, describing:

 Who is agreeing to what?

 When the agreed upon actions will take 

place.

 How the agreement will be carried out.

Why Should I Consider 

Mediation?

Mediation is a form of dispute resolution 

that encourages the individuals involved 

in the dispute to talk with each other 

and resolve their differences. The mediator helps the parties communicate but 

has no independent decision making authority.

In mediation, the parties can:

 Informally communicate their 

thoughts and concerns.

 Identify and clarify miscommunications and misunderstandings.

 Acknowledge differences of perspective and opinion.

 Better understand the origins of the 

dispute.

 Share their respective interests.

 Examine ways to address dissatisfaction and unmet expectations that 

may have occurred.

 Develop ways to work together and 

improve the employment relationship and working conditions.

 Collaborate on ways to manage future conflicts and prevent disputes 

from arising.

 Retain the right to pursue the matter 

through another process such as the 

EEO complaint process, administrative grievance procedure, or litigation, if an agreement can not be 

reached.