REDRESS and REDRESS II  
All you need to know about REDRESS and REDRESS II mediation.
REDRESS® mediation is designed to assist people in conflict. The transformative mediation model allows parties to openly discuss issues that they believe are important in a manner that can “transform” their working relationship. This open dialogue often assists parties in recognizing each other’s point of views to determine how their disputes can be resolved. In transformative mediation, it is the parties, rather than the mediators, who have the decision making power to decide if the issues can be resolved. The mediator facilitates the discussion between the disputing parties, but does not determine who is right or wrong. The Postal Service™ is convinced that when disputing parties are provided an opportunity to participate in transformative mediation sessions, not only are they gaining a better understanding of the conflict, but they also improve their ability to communicate with each other. In the end, conflicts in the workplace are reduced and communication is improved. This all leads to a better workplace.

Any Postal employee who believes that he or she has been the subject of illegal discrimination on the basis of race, color, religion, sex, national origin, age, disability, or retaliation may file an "informal complaint" with the Equal Employment Opportunity (EEO).
The employee is offered two options: REDRESS mediation or traditional EEO counseling. (A small percentage of cases are not appropriate for mediation and are not offered REDRESS. For example, disputes pertaining to violence, theft, or destruction of property may not be appropriate for mediation.)
When a postal employee contacts the EEO office and elects REDRESS, a mediation session is generally scheduled within two to three weeks of the request. There is no cost to the employee to attend mediation. Mediations are scheduled on the clock at the employee’s work site or at a nearby facility.

The mediation process starts with a joint session with the mediator, employee, supervisor, and representative (optional). The employee and supervisor each have an opportunity to bring a representative to mediation.

The parties sign an Agreement to Mediate form outlining the terms under which they are agreeing to participate in the mediation. The mediator then explains the process and responds to any questions. The mediator asks the parties who would like to go first to present their story? Each party to the dispute has an opportunity to present their point of view. The mediator facilitates the discussion and assists the parties in gaining better clarity of the issues. The mediator also highlights common grounds and points of agreement and disagreement which support empowerment and recognition as the parties work through their problems.

In some cases the discrimination claims can lead to broader discussions that extend beyond the workplace and into the personal lives of employees. Whether or not the issues rise to the level of illegal discrimination, the transformative mediation process provides an opportunity for parties to talk openly, voice their concerns, and listen to each other's point of view.

In mediation, the parties have an opportunity to be creative and devise an agreement that reflects their decisions on how the dispute will be resolved. The settlement agreement is binding on both parties. Once signed, the settlement agreement concludes the EEO complaint process. If no settlement is reached during mediation, the complaining party has lost nothing and may pursue the claim by filing a formal complaint.

The parties sign an Agreement to Mediate form outlining the terms under which they are agreeing to participate in the mediation. The mediator then explains the process and responds to any questions. The mediator asks the parties who would like to go first to present their story? Each party to the dispute has an opportunity to present their point of view. The mediator facilitates the discussion and assists the parties in gaining better clarity of the issues. The mediator also highlights common grounds and points of agreement and disagreement which support empowerment and recognition as the parties work through their problems.

In some cases the discrimination claims can lead to broader discussions that extend beyond the workplace and into the personal lives of employees. Whether or not the issues rise to the level of illegal discrimination, the transformative mediation process provides an opportunity for parties to talk openly, voice their concerns, and listen to each other's point of view.

REDRESS mediation is voluntary.
There is no cost to the employee.
The mediation is usually conducted on the clock.
External mediators facilitate the mediation session using the transformative model.
The parties have the right to bring a representative of their choosing to offer advice during the mediation session.
If a settlement agreement is reached, it reflects the parties’ own decisions.
The settlement agreement is binding on both parties when signed and this concludes the EEO complaint process.
If the dispute is not resolved during the mediation session, the employee has the right to pursue the issues through the formal complaint process. This may lead to costly litigation and possible hearing expenses.


How is a mediator selected?

The Postal Service conducted a nationwide search for highly skilled mediators who met the established minimum training requirements. These mediators attended an intensive 20-hour transformative mediation training program which was conducted by some of the nation’s leading experts. After the training, their transformative mediation skills were evaluated and if mastered, their names were added to our roster. When mediation is requested, the local REDRESS staff person contacts a mediator from the roster and schedules the mediation.