E4S provides impartial and thorough Equal Employment Opportunity (EEO), Labor Relations, Mediation, and Workplace Conflict Management services to individuals, businesses, local and city government, and federal agencies. We are not attorneys and do not provide any legal counsel or representation services for filing lawsuits.
Specializations
E4S specializes in general mediation and conciliation services, as well as workplace conflict issues that are typically raised through EEO complaints, anti-harassment claims, and administrative and negotiated grievances.
EEO Adminisrative Support Services
- Alternative Dispute Resolution
- Claims intake and counseling
- EEO Program Audits
- Investigations
- Training for supervisors and non-supervisors
- Management & administrative directed investigations
- Records management
Workplace Conflict & Anti-Harassment Services
Conflict is any situation in which people have incompatible interests, goals, principles, or feelings. Workplace conflict can result from anything that places two or more parties in opposition to one another (Capobianco, Davis, & Kraus, 2017). Although conflict is usually considered a negative occurrence, healthy conflict can be productive – it allows the parties to explore and implement effective solutions to problems that are mutually acceptable. E4S helps organizations develop, design, and implement conflict management programs. E4S encourages its clients to use the CALM approach for managing conflict in the workplace. In other words, clients are encouraged to:
- Complete the Conflict Dynamics Profile (CDP) Assessment
- Individuals must understand how they respond to conflict. The CDP Assessment assesses how an individual responds to conflict before, during, and after conflict arises in the workplace.
- Accept the challenge to improve core competencies in managing workplace conflict
- Individuals need to understand the lifecycle of workplace conflict and how behavior responses either resolve or escalate conflict. After gaining this knowledge, individuals learn how to engage in constructive behaviors that promote healthy conflict.
- Listen actively to the perspectives, perception, and one's reality without prejudice to understand the problem and/or conflict
- Individuals must eliminate communication noise to prevent misunderstanding, confusion, and any potential negative behaviors that can decrease productivity, morale, safety, and security in the workplace.
- Participate in the Mediation process
- The supervisor must encourage the parties to participate in mediation collaboratively in order to achieve an outcome or resolution that represents a "win-win" for everyone involved in the conflict.
The overall goal is to ensure all employees are equipped for success to navigate through the stages of conflict using constructive behavior that promotes healthy conversations and reduces conflict in the workplace. Consulting services in this area include:
- Alternative Dispute Resolution
- Anti-Harassment Program Audits
- Conflict management training for employees, supervisors, and executive leaders
- Conflict coaching to assist employees with developing conflict management competencies
- Management and administrative directed investigations
- Records Management
- Strategic planning for conflict management
- Third-Party Mediation and Conciliation Services
- Workplace Mediation Training (for leadership and HR professionals)
- Writing Reports of Findings and Determinations