Preparing for Mediation in a Police Employment Dispute

ADKINS&PURKEY RESOURCE LIBRARY · SEPTEMBER 23, 2026

Understand what the mediator does

The EEOC describes its mediation program as a voluntary, confidential process with a neutral mediator who helps parties explore settlement. The mediator does not decide who wins. Other mediation settings may have different rules, so identify the governing process and confidentiality terms. Participation does not guarantee an agreement or automatically suspend every deadline. Counsel should confirm who will attend, who has settlement authority, and what must be completed before the session.

Prepare more than a dollar figure

List financial losses, employment status, reference language, personnel-record concerns, benefits, payment timing, and other terms that matter. Separate essential goals from preferences. Public employers may face approval, disclosure, and authority constraints, while certification or prosecutorial decisions may lie outside the employer’s control. A proposed resolution should be evaluated for enforceability and practical consequences. Bring accurate supporting records and discuss weaknesses with counsel before the session so that unexpected information does not drive a rushed decision.

What to gather

• Prepare a short factual summary and records supporting claimed losses.
• Rank employment, financial, reference, and record-related goals.
• Identify approval requirements, outside authorities, and terms needing precise wording.

Must I accept the mediator’s suggestion?

A mediator facilitates discussion rather than imposing a verdict in ordinary mediation. Review any proposed agreement with counsel and understand the applicable process before deciding whether to settle.