Federal Mediation

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Federal Mediation Conciliation Service

• Impact on
• Labor-Management Relations 2004

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F.M.C.S. Creation

• Independent agency under Taft-Hartley amendments
  in 1947.
• Resolve collective bargaining disputes which
  threaten the free flow of commerce.
• Neither a regulatory nor an enforcement agency,
  but a neutral designed to assist Labor
  Management.

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F.M.C.S. Mission

• Promote sound stable L/M relations.
• Prevent/minimize work stoppages through mediation
  assistance to parties.
• Advocate collective bargaining, mediation
  voluntary arbitration.
• Develop the art, science practice of conflict
  resolution.
• Foster constructive joint L/M processes.

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F.M.C.S. Services

• Dispute Mediation
• Private, Public, Federal Sectors
• Preventive Mediation
• Customized training
• Education, Outreach Advocacy
• Of collective bargaining processes

• Alternative Dispute Resolution
• In-lieu of litigation
• Arbitration Services
• L/M Grants
• International Program
• Youth violence prevention

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Mediation Defined

• The use of a third-party neutral
• to assist the parties in conflict
• resolution.

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Dispute Mediation

• 2004 U.S. Statistics
• 20,249 contract assignments
• 5,136 closed (active)
• 76 closed/agrmt.
• 273 work stoppages (all size B.U.s)

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Work Stoppages(U.S.)(all size bargaining units)
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Hot Topics at the Table

• Job Security
• Subcontracting
• Off-shore job losses
• Staffing issues
• Healthcare industry
• Mandatory O/T
• State legislation

• Pension Benefits
• Defined benefits vs. defined contributions
• Wages / Benefits
• Approx. 3
• Slightly lower in Mfg., slightly higher in
  Constr.
• Health Insurance
• Rx plan costs
• Co-pays cost sharing
• Plan design
• MSAs

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Preventive Mediation

• 2004 U.S. Statistics
• Active in 2,632 joint training/process cases
• Has grown to over 30 of mediation caseload

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Alternative DisputeResolution

• 2004 U.S. Statistics
• Active in 1,591 cases
• (591.7 since 1995)
• Increasing number of Reg-Negs, public policy,
  employment mediations

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A.D.R. Growth(U.S.)
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Common reasons for not reaching agreement

• Ineffective communications
• Inaccurate info./data
• Personalities/emotion
• Morals differ

• Internal/external political pressure
• Un-realistic expectations (economic, status,
  etc.)
• Perception of Fair
• Pride

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Why mediation can be an effective tool for
conflict resolution

• Parties retain control of resolution
• Voluntary (in most cases)
• Informal vs. formal process
• Time efficient
• Cost effective

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When mediation may not be appropriate

• Pre-determined, inflexible positions
• When a directed decision is sought
• Principals

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Federal Mediation Conciliation Service

• Robert S. Ditillo
• Commissioner
• One Oxford Centre, Suite 2570
• 301 Grant Street
• Pittsburgh, PA 15219
• 412-644-4110
• rditillo_at_fmcs.gov