Our forte is fairness.
Fermata Workplace Solutions practices exclusively in the area of neutral workplace conflict resolution. Each of our services begins with a clear purpose and leads to a practical outcome.
Our team are experienced in both provincially and federally-regulated workplaces, across nearly every industry. We have extensive experience working with employers in:
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Non-profit, social service and developmental services
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Healthcare: from private clinics to large campus healthcare institutions
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Education: Public and Catholic school boards, Colleges and Universities
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Broader public sector
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Manufacturing: from family owned machine-shops to international tier-one parts suppliers
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Construction and trades
Investigation
Common scenarios: - anonymous or whistleblower complaints - Peer or manager-subordinate harassment/sexual harassment - Small team peer-to-peer bullying and poisoned work environment allegations - CEO-Board allegations - Race or disability based discrimination allegations - Workplace violence: threats, assault - Managerial misconduct: reprisal, condoning, and failure to address past complaints
Purpose:
To answer the question, "Did the conduct violate policy or legislation?"
Outcome:
A thorough, impartial report that includes factual findings and a clear determination based on the evidence. The report provides legal and policy compliance and supports your organization's corrective actions.
Investigation Coaching
Common scenarios: - difficulties evaluating low evidence scenarios or 'he said/she said' allegations with no direct witnesses. - Confirming the process was procedurally fair to all parties - a typical complaint 'blew up'
Purpose:
To answer the question, "How can we ensure our internal investigation is fair, defensible and thorough?"
Outcome:
Expert guidance or report review to support HR professionals and internal investigators through complex cases.
Workplace Assessment
Common scenarios: - a new manager has been onboard six months, and although they appear diligent and respectful, complaints keep coming in from the team. - A team has had three investigations in the past year, and we need to get to the bottom of what's going on. - the union brought forward concerns that management has been condoning toxic behaviour for years. - a new system or process has been in place for a year, but the team considers the process 'useless' and managers consider team members 'resistant to change'
Purpose:
To answer the question, "What's causing discord? What's really going on with this group/team?"
Outcome:
A diagnostic report identifying acute and root causes of workplace conflict, considering change management, psychological safety, and your team's conflict management system.
Mediation
Common scenarios: - a manager-subordinate relationship has broken down, but there is no clear misconduct or performance issue. - An investigation reached an outcome, and two employees will need to reset their working relationship. - The CEO considers the Board Chair to be doing their job and 'managing' versus 'governing'
Purpose:
Put the people in conflict in control of the resolution process and form agreements everyone can live with.
Outcome:
A mediated session in which each party's perspective gets a hearing, and an expert mediator supports the parties to identify mutual interests and agreements.