A place to listen.
A path forward.

• Speak one at a time and use respectful language.
• Describe specific events and their impact; avoid assigning motives.
• Listen to understand, then summarize what you heard.
• Ask for a break when needed. No one must agree to a proposal.
• Agree on recording, note-taking, and information sharing before starting.

• What would you like the other person to understand?
• What happened, and how did it affect you?
• What matters most to you about this issue?
• “What I heard you say is ____. Did I understand correctly?”
• Where do our needs overlap? What could we try?
• What would make this option workable and fair for each person?

Try: “When ___ happens, the impact is ___. I would like us to consider ___.”

Ask for a pause, notice what you need, and return only when you are able to participate respectfully. You may request separate conversations with the mediator. Agree on how and when to resume; do not use the break to pressure another participant.

• Use a private space, headphones, and a reliable connection.
• Confirm who is present and whether anyone else can hear.
• Test audio, camera, accessibility features, and a backup contact method.
• Use meeting access controls and agree on no recording unless expressly authorized.
• Ask about separate breakout rooms, breaks, and interpreter needs in advance.

PEOLLC will confirm the meeting platform and provide joining instructions after scheduling. This page does not create a Zoom or Teams meeting.

Brainstorm before evaluating. Compare each option for feasibility, clarity, cost, time, and impact on everyone affected. An action plan should say who will do what, by when, how completion will be checked, and what happens if circumstances change.

The planner below supports discussion; it is not a signed settlement agreement.

Ask about conflict coaching before a joint session, facilitated team conversations, communication skills workshops, accessibility accommodations, and a follow-up review of agreed actions. Separate legal advice, counseling, HR review, or another process may be more appropriate depending on the concern.

No. The mediator facilitates discussion and does not provide therapy, represent either party, decide the dispute, or guarantee a resolution. Separate professional advice may help you make informed choices.

Fit requires individual review. Threats, coercion, intimidation, abuse, or difficulty participating freely may make a joint process inappropriate. Contact PEOLLC privately about process concerns before arranging a joint session. Do not use a shared planner for safety disclosures.

Ask the mediator to explain the applicable agreement, legal requirements, exceptions, record handling, and any reporting obligations before sharing sensitive information. Do not assume every communication is confidential.

Contact PEOLLC for a written fee and scheduling explanation, including deposits, cancellations, payment responsibilities, and any follow-up charges. A consultation request does not reserve a session.