Employment Mediation Lawyer Phoenix Arizona

Employment Mediation

Balanced Experience to Satisfy All Parties In Employment Mediation

Once the decision for employment mediation is made by the parties to a dispute, the next big step is choosing a mediator. Plaintiffs and employers alike can meet Jeff at the table with full confidence in his balanced legal experience, deep knowledge of employment law and strong people skills.

As an employment lawyer for 30-plus years, Jeff has served as legal counsel in independent law firms as well as in-house corporate settings. Having represented management, in-house clients and individual employees and executives, Jeff has gained broad perspective on situations that can become problematic — and practical experience in resolving issues before they run the course of costly litigation.

Jeff provides a head start in understanding the interests of both sides, facilitating communication, and helping develop a mutually agreeable solution. The shared goal: efficient resolution before matters escalate.

Communications Skills Engender Confidence on All Sides

Jeff’s track record of effectively interacting with both individual employees and C-suite executives is especially helpful in an employment mediation. He can help disparate parties clarify their interests, while ensuring all are heard, respected and acknowledged.

Familiarity with Issues Builds Trust and Boosts Efficiency

Those involved can take comfort in knowing Jeff has dealt with the full range of workplace issues: discrimination, harassment, termination, severance, employment agreements, retaliation, drug and alcohol issues, ethics and safety violations, union activities, and more. This hands-on experience with specific workplace-related issues gives Jeff an edge in helping clients — both plaintiffs and employers — resolve matters successfully, fairly and efficiently.

Employment Mediation Requires Specialized Training and Industry Knowledge to Enhance Effectiveness

In addition to his education in business and his legal training, Jeff is credentialed in mediation, having completed the employment mediation training at Cornell University’s Institute of Labor Relations (Scheinman Institute on Conflict Resolution).

Backing his formal education is Jeff’s deep experience including matters related to Section 211 of the Energy Reorganization Act of 1974, which prohibits discrimination against employees, contractors and subcontractors governed by the Nuclear Regulatory Commission (NRC) for engaging in certain protected activities. Jeff is familiar with the proper handling of safety claims, whistleblower claims, and other matters arising in the nuclear energy field.

Highest Peer Recognition Signifies Professional Excellence

Jeff has been recognized as a Fellow in The College of Labor and Employment Lawyers — the highest peer recognition in his field. Jeff is part of an exclusive group of only 24 Fellows in the state of Arizona in the field of labor and employment law. This honor acknowledges Jeff’s outstanding performance, integrity, dedication and excellence in a profession uniquely important to the world of labor and employment mediation law, individual rights, collective bargaining and dispute resolution.

Boost Your Employment Mediation Success Rate

Jeff’s calm, trustworthy voice of experience helps set the stage for successful mediations by establishing rapport, identifying issues and encouraging fairness. The objective? A positive and optimistic climate in which disputes can be settled amicably, saving time and money, maintaining a sense of dignity and fairness for those involved, and allowing all parties to “Get it done and move on.”

Contact Attorney Jeff Brodin Today

Content Disclaimer

The materials provided in this web site are for informational purposes only and are not for the purpose of providing legal advice. Transmission of information from the Brodin HR Law web site is not intended to create, and its receipt by you does not create an attorney-client relationship with Brodin HR Law or Jeff Brodin.

If you elect to communicate with Brodin HR Law or Jeff Brodin through this web site or by email, do not transmit any information about any matter (and particularly not information you regard as confidential) that may involve you until the firm has agreed to represent you, and you have received confirmation of that fact in the form of a written engagement letter.

The information you transmit to Brodin HR Law and Jeff Brodin through this website will not be treated as confidential until the firm’s retention has been confirmed in a written engagement letter.

×
Content Disclaimer

The materials provided in this web site are for informational purposes only and are not for the purpose of providing legal advice. Transmission of information from the Brodin HR Law web site is not intended to create, and its receipt by you does not create an attorney-client relationship with Brodin HR Law or Jeff Brodin.

If you elect to communicate with Brodin HR Law or Jeff Brodin through this web site or by email, do not transmit any information about any matter (and particularly not information you regard as confidential) that may involve you until the firm has agreed to represent you, and you have received confirmation of that fact in the form of a written engagement letter.

The information you transmit to Brodin HR Law and Jeff Brodin through this website will not be treated as confidential until the firm’s retention has been confirmed in a written engagement letter.

Continue to Email

×
Brodin HR Law Services

Workplace Investigations

  • Harassment
  • Whistleblower
  • Safety
  • Theft and fraud
  • Conflict of interest
  • Discrimination

Employment Law Counseling

  • Separations
  • Severance
  • Policies and procedures
  • Disability, Accommodation, Leaves and Return to Work
  • Medical Marijuana
  • Drug and alcohol testing
  • Union organizing and protected activity
  • Hiring process
  • Job performance
  • Non competes
  • Reductions in Force
  • Employment Mediation

HR Compliance Reviews

  • Wage and Hour/FLSA
  • Employee Handbook/Policies and Procedures
  • OFCCP requirements for federal contractors
  • I-9s and E-Verify

Representation Before Government Agencies

  • EEOC
  • NLRB
  • DOL
  • ACRD
  • DES

Training

  • Compliance
  • Sexual and Other Forms of Harassment
  • Disability and Accommodation
  • Employment Law for Managers
  • Ethics

Executive Employment & Severance Agreements

×