Impartial facilitation
A neutral process for exploring concerns and proposals, not advocacy for one participant.
Employment disputes can affect livelihoods, working relationships, reputations, and organizational stability. VirNet provides impartial, structured online mediation to help employees, employers, teams, and their advisers explore a practical path forward.
Online throughout the United States, subject to suitability and applicable requirements. In-person mediation may be arranged.
Identify the issues, people affected, and information needed.
Consider interests, risk, working relationships, and proposals.
Document agreed terms where appropriate, without a forced outcome.
A workplace disagreement may begin with a specific event: a disciplinary decision, a perceived inequity, an allegation of inappropriate conduct, or a breakdown in trust. Yet resolving it often requires addressing several layers at once: expectations, communication, legal and organizational considerations, and what happens next.
Mediation creates a process for those conversations. The mediator helps participants clarify questions, share relevant perspectives, develop options, and evaluate proposals without deciding who is right or representing either side.
Some mediations are focused on settling a disputed claim or negotiating a separation. Others help people continue working together with clearer agreements about responsibilities, communication, and future interactions.
A neutral process for exploring concerns and proposals, not advocacy for one participant.
Time and structure to identify relevant facts, options, and outside advice where needed.
Attention to agreements people can understand, evaluate, and implement.
Every situation has its own history and considerations. These examples illustrate the kinds of issues a neutral mediation process may address; they do not imply that mediation is suitable for every case.
Negotiations arising from allegations of discrimination, harassment, retaliation, or unequal treatment, including matters connected to an administrative complaint when mediation is appropriate.
Conversations about communication, accommodation processes, role expectations, workplace transitions, and return-to-work arrangements.
Disputed expectations, feedback, disciplinary actions, work assignments, and the practical steps needed for clearer performance conversations.
Persistent interpersonal tensions, difficult supervisor-employee relationships, communication breakdowns, and team-level trust concerns.
Terms of a proposed departure, transitions in responsibilities, payment or benefits questions, references, and future communication expectations.
Conflicts involving organizational change, responsibilities, collaborative decisions, internal stakeholder relationships, and governance communication.
A neutral mediator does not determine whether unlawful conduct occurred. Rights, deadlines, and agency or court requirements require separate attention and, when appropriate, independent legal advice.
We clarify the intended purpose during intake, including who should participate, what information may be needed, and whether the matter involves a legal claim, ongoing working relationship, or both.
When a dispute has become formal or threatens to become formal, mediation can provide an opportunity to evaluate settlement options and explore negotiated terms.
Participation in mediation does not automatically pause filing deadlines, litigation obligations, or administrative proceedings.
When individuals expect to continue working together, the objective may be less about a settlement amount and more about preventing recurring conflict.
These agreements are distinct from a formal HR investigation or adjudication of misconduct.
In appropriate cases, participants may discuss an agreement that addresses both the immediate disagreement and the practical realities that follow it. The parties decide which terms, if any, are acceptable.
Possible payment arrangements, timing, allocation of responsibilities, or other negotiated financial matters.
Role clarity, scheduling, reporting relationships, communications, training, or expectations for future interactions.
Departure logistics, references, property return, agreed messaging, and steps to close out outstanding obligations.
The structure is tailored to the dispute and the participants' needs. Some matters can be addressed in a focused session; others require additional preparation or multiple meetings.
We discuss the general nature of the conflict, participants, urgency, necessary accommodations, safety, and potential conflicts of interest.
The parties receive information about the process and fees, confirm participation arrangements, and identify documents or decision-makers needed.
The mediator manages the discussion, explores interests and options, and may use private sessions or separate virtual rooms as appropriate.
Where participants reach agreement, terms may be summarized or prepared for review by the parties and their independent advisers.
Mediation is generally voluntary unless an applicable agreement, court, agency, or other governing process requires participation. The mediator does not impose a decision.
Employment disputes sometimes involve unequal access to information, different levels of authority, concerns about retaliation, or real consequences for someone's livelihood. Those considerations belong in the initial suitability assessment.
VirNet conducts mediations online, making it possible for participants, managers, HR representatives, insurers, and advisers in different places to join a coordinated process without unnecessary travel.
When appropriate, sessions can include joint conversation, individual meetings, separate virtual rooms, and time for participants to consult their own advisers. We discuss accessibility needs, technology, privacy, and the practical format before a session.
Explore our national mediation servicesCoordinated attendance by individuals and authorized decision-makers.
Private conversations when appropriate to the mediation process.
Advance consideration of documents, privacy, accessibility, and timing.
Participants are responsible for choosing an appropriately private location and following the agreed technology and confidentiality practices.
You do not need to have every answer before reaching out. A few practical preparations can help everyone use mediation time more effectively.
This is a planning aid, not an instruction to send confidential personnel or legal materials through a public website form. We will explain appropriate information-sharing arrangements during intake.
VirNet's mediation team brings experience in workplace disputes, civil rights administration, law, education, and organizational leadership. That background helps us understand the complexity of employment-related negotiations while preserving a neutral role in each mediation.
Meet our mediation teamMediation is built on trust. Meet the professionals who create a structured, respectful space to explore options and move difficult conversations forward.
Legal experience, academic training, and years spent facilitating difficult discussions inform our work—while neutrality and participant choice remain central to every mediation.
Attorney, educator, and mediator whose practice draws on civil rights administration, workplace dispute resolution, negotiation, and organizational leadership. Ben emphasizes thoughtful preparation, clear communication, and durable, participant-driven agreements.
Read Ben's background
Attorney and bilingual mediator who helps individuals, families, and businesses work through emotionally charged and complex disputes. Josh brings a calm, practical approach to communication, negotiation, and the development of workable agreements.
Read Josh's background
Virginia Earwicker is a Certified Professional Mediator with a background in psychology and graduate studies in clinical mental health counseling. As Client Lead Specialist and Mediator, she helps individuals and families navigate difficult conversations with empathy, clarity, and thoughtful guidance. Virginia brings a compassionate, client-centered approach to mediation, emphasizing trust, communication, and practical resolution.
Read Virginia's backgroundWe discuss process details during intake. These answers offer a general starting point, not legal advice about an individual matter.
Potentially. Mediation can support settlement discussions involving disputed allegations where the parties and the applicable process permit it. The mediator does not make findings about liability or replace agency or court determinations.
Not necessarily. Some employment disagreements are mediated before a formal charge is filed, while others arise during an administrative or legal process. The right approach depends on the circumstances. Participants must independently address applicable filing deadlines and agency requirements.
Yes, when appropriate. Mediation may focus on working expectations, communication, responsibilities, and ways to handle future disagreements. It is not a substitute for required investigations or protective measures.
Neither. The mediator acts as an impartial facilitator and does not provide individual legal representation or decide the merits of the dispute. Each participant may seek their own lawyer or adviser.
That depends on the issue. Participants might include an employee, management or HR representatives, authorized decision-makers, and independent legal counsel. We discuss roles, attendance, and authority before scheduling.
Confidentiality depends on applicable law, the mediation agreement, the participants' obligations, and any exceptions. We explain the process and do not promise absolute secrecy or that mediation overrides workplace reporting duties.
A sound mediation process requires meaningful participation and the ability to evaluate choices. We assess potential power and safety concerns, can discuss appropriate adjustments, and may determine that mediation is unsuitable if essential safeguards are unavailable.
That depends on the terms, applicable law, and any required review or formalities. Participants should obtain appropriate independent advice before signing a settlement or other consequential agreement.
No agreement is guaranteed. The parties may clarify issues, reach a partial understanding, or decide to use other available internal, administrative, or legal processes. The mediator does not impose a result.
We discuss participants, preparation, anticipated work, format, and applicable rates during the initial consultation. Total time and cost vary with the complexity of the dispute and the parties' readiness; no particular result or duration is promised.
Tell us the general nature of your employment or workplace dispute. We'll discuss whether neutral mediation may be appropriate, who needs to participate, how the process works, and what scheduling and fees could look like.