DISPUTE RESOLUTION
Early involvement of dispute resolution professionals helps prevent escalation, preserve professional relationships, and support fair, transparent decision-making processes.
Issues often arise between business partners, shareholders, boards, committee members and employees.
Our NZ based consultants assist boards, business partnerships, committees and employers by providing impartial guidance to manage and resolve conflicts constructively.
We help to identify the underlying causes of disagreement, facilitate open and respectful communication between parties, and guide discussions toward mutually acceptable solutions.
OUR APPROACH
All consultants are trained in mediation, negotiation techniques, and/or collaborative practice. Our consultants ensure that all perspectives are heard while maintaining focus on the individual's interests, or the organisation’s goals and governance responsibilities.
On the rare occasion that matters are not resolved through dispute resolution processes, our legal partner, Hunter Alexander Legal are there to assist with more formal proceedings and litigation.
COLLABORATIVE DISPUTE RESOLUTION
Collaborative practice is a form of dispute resolution designed to help people resolve legal issues without going to court.
The approach is non-adversarial, centering on the client and it prioritises cooperation, respect, and collaborative solutions.
If you are interested in exploring this approach and whether it is suitable for your issue or situation please contact us.
We have collaborative practice trained New Zealand professionals available to assist with employment and commercial matters.
For other matters e.g. family law, we can refer you to an appropriate collaborative practice professional.
Key features and benefits of collaborative practice:
1. Participation is voluntary:
All parties agree to resolve their issues without litigation and sign a an agreement to participating in the collaborative process.
2. No litigation:
All parties agree that they will not initiate court proceedings while the collaborative process is in progress. If matters do not resolve then they cannot use the same lawyers.
3. Team approach:
Each party is represented by a collaborative process trained professional. Other professionals, may also be involved such as mental health professionals, medial specialists, and financial advisors.
4. Meetings not letters:
The process to resolve issues is carried out through a series of meetings. Meetings can be face-to-face or online.
5. Full disclosure:
All parties commit to sharing all information relevant to the matters openly and not withholding anything that could undermine the trust and confidence in the relationship.
6. Custom solutions:
The focus is on flexibility and resolving issues in ways that may not be traditional.
7. Preserving relationships:
Where there are ongoing relationships involved, for example, business partnerships or employment relationships, importance is placed on respectful communication to preserve the relationships.
8. Efficient and cost-effective:
Collaborative resolution processes through a series of meetings is generally less expensive and significantly faster than litigation.
9. Confidential:
All information about the matters is kept confidential between the parties.
