A negotiated separation
The dispute. A long-time manager and the company disagree about the terms of her departure.
The resolution. A severance package, continued benefits for a set period, an agreed announcement, and a neutral reference.
Workplace & employment mediation
A confidential setting for employers and employees to resolve conflicts and claims, with a mediator who has negotiated and litigated employment matters herself.
Resolve it before it becomes a lawsuit
Workplace disputes are personal for employees and costly for employers. A claim that goes to litigation can mean years of uncertainty, discovery into sensitive records, and public filings neither side wants.
Mediation gives both sides a confidential place to be heard and to negotiate outcomes that fit the situation, such as an agreed separation, a revised role, a severance package or a settlement of claims.
By the numbers
- 70%
of private-sector mediations held by the EEOC in fiscal 2025 resolved the charge: 7,929 of 11,346.
EEOC, Fiscal Year 2025 Agency Performance Report - 96%
of participants said they would mediate again, including 99% of employers and 92% of employees.
EEOC, Fiscal Year 2025 Agency Performance Report - <3 months
on average to resolve a charge through EEOC mediation, while an investigation can take 10 months or longer.
EEOC, Mediation program overview
Matters we mediate
- Discrimination claims
- Sexual-harassment claims
- Wrongful-termination disputes
- Employee and employer disputes
- Management issues
- Severance package negotiation
- Employment contract negotiation
What resolution can look like
A complaint about a supervisor
The dispute. An employee reports mistreatment by a supervisor and is weighing a formal charge.
The resolution. A reporting change, training for the team, and a private settlement that lets the employee stay in a role that works.
Illustrative examples only, not actual clients. Every outcome depends on the facts and the parties’ agreement.
Why Elizabeth
Elizabeth’s practice has included negotiating employment contracts, handling unemployment hearings, and litigating discrimination, wrongful-termination and sexual-harassment cases. She knows how these claims are evaluated and brings that understanding to both sides of the table, evenly.
As mediator, Elizabeth does not represent the employer or the employee. Each party is encouraged to have their own counsel review any proposed agreement.
Questions employers and employees ask
Can we mediate after a charge has been filed with an agency?
Yes. Private mediation can take place before a claim is filed, while an agency charge is pending, or after a lawsuit has begun. Your attorneys can advise on how a settlement fits with any pending proceeding.
What if the employee and manager shouldn’t be in the same room?
Sessions can be structured so each side meets with Elizabeth separately. Let her know about any concerns when you schedule.
Ready to talk it through?
A short conversation is the best first step. Elizabeth will listen, explain how mediation could work for your situation, and answer your questions about timing and fees.
(502) 632-3264
1041 Goss Avenue, Louisville, KY 40217
Monday to Friday, 8 to 5; weekends by appointment