What is the typical outcome expected from the counseling and mediation process?

The counseling and mediation process is designed to facilitate communication and negotiation between parties in conflict, often in the workplace. The primary goal of this process is to reach a mutually agreeable resolution without escalating the issue to formal legal proceedings. Therefore, the expected outcome is a settlement resolution, which may involve compromises or changes that are acceptable to both sides and address their grievances.

In this context, a settlement resolution typically means that both parties have come to an agreement regarding the issue at hand, such as a change in behavior, restitution, or some form of remediation. This outcome is practical and aims to restore a collaborative atmosphere while avoiding the adversarial nature of litigation.

Other outcomes, such as a legal ruling, a formal letter of apology, or a change in policy, while potentially beneficial, are not the primary objectives of the mediation process. Legal rulings are generally reserved for court proceedings, apologies may not always be feasible or appropriate in every situation, and policy changes often require broader organizational reviews and cannot be resolved simply through mediation alone. Hence, the settlement resolution aligns most closely with the aims of counseling and mediation practices in EEO contexts.