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Much has been written concerning the role of technology within Alternative Dispute Resolution (ADR) and Online Dispute Resolution (ODR) in recent years. The ubiquitous nature of technology within society and business presents many questions within the industry. As technology continually advances it becomes a necessity to better understand how this impacts our industry and how we can best adapt in the face of technological change. The use of video technology in mediations and other dispute resolution forums has already begun in New Zealand and its use will continue to increase to meet the needs and demands of consumers.
Jay Clarke is a mediator at Fair Way Resolution who has been working in dispute resolution for over thirty years, and working in people-related fields for longer still. His list of credentials is long; ranging from training in marketing, business, law, dispute resolution, and (naturally), mediation. Jay has been involved with the University of Auckland, Director of Auckland Mediation & Advocacy Services Ltd, Mediator Medical Council, Lawyer's Disciplinary Tribunal, Mediators’ Institute of New Zealand Inc, Auckland District Licensing Committee and the Arbitrators’ and Mediators’ Institute of New Zealand.
Employers are increasingly turning towards in-house dispute resolution systems to manage workplace conflict, and with good reason. In August 2014, Fair Way released its research on workplace conflict in New Zealand. Surveying a cross-section of 740 employees from the public and private sector in a range of industries, the research showed that 25% of them had experienced workplace conflict in the last year. Employees’ most common reaction to conflict is anger/frustration (83%), followed by stress (57%), anxiousness/nervousness (47%), loss of self-esteem (25%), and trouble sleeping (25%). Becoming sick or drinking more alcohol were less common, but still significant responses.
The United Nations Convention on the Rights of the Child outlines the responsibilities of parents, governments and children to ensure that the rights of children and young people are upheld wherever possible in situations concerning them. These responsibilities are guided by a fundamental principle that laws and actions affecting children should put their interests first and benefit them in the best possible way.
Have you ever wondered about what sort of organisation it is that you work in, and how different sorts of organisations approach conflict in different ways? Well, I’ve thought about it a lot, and this is what I have found and experienced.
Conflict management in New Zealand has not progressed to the same level as in some countries around the world. New Zealand businesses still tend to hold conflict as a not important business concern. There is still a tendency to hide the topic “under the carpet”.
Recently I had the privilege of attending a meeting where the presenter gave a powerful talk about how to engage with people. His story is in itself amazing, especially his journey through drug addiction to a place where he is now able to provide support and guidance for others on difficult journeys.
Crown-owned company Fair Way Resolution Limited has announced that it has completed 1000 Family Dispute Resolution (FDR) mediations on behalf of the Ministry of Justice since the Family Court Reforms took effect last year.

Two Kapiti men are helping to develop links in the district that will see dads better supported on the road to positive parenting.

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The recent High Court decision of Gordon v Campbell [2015] NZHC 1264 PER Duffy J raises some very interesting issues for FDR Providers who may receive a request from a parent who has, for whatever reason, had no contact with a child for an extended period or may in fact have had no contact ever with a child since its birth.

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