Workplace conflicts affect more than productivity — they affect people’s livelihoods, mental health, and careers. Whether you’re an employer facing a formal complaint or an employee who feels unheard, mediation offers a confidential, efficient path to resolution that protects everyone involved.
At Compass Mediation Group, lead mediator Alisa Kharis brings a rare combination of legal, business, and financial expertise to every workplace dispute. With a Juris Doctorate from Seattle University School of Law, 16 years of legal practice — handling employment and civil litigation in Washington state courts before dedicating herself fully to mediation — and IMA-certified Master Mediator credentials, she understands corporate dynamics, employment law, and the human side of workplace conflict — a combination that consistently helps parties find workable solutions. As the founder of Synergy Relations — a consulting, PR, and strategic communications firm she has operated since 2003 — Alisa also brings more than two decades of firsthand experience navigating real-world business environments.
Harassment allegations — whether involving sexual harassment, bullying, or other hostile behavior — are among the most sensitive workplace issues. Mediation provides a private, structured setting where both the complainant and the respondent can be heard without the public exposure of litigation. Solutions often include policy changes, reassignments, training commitments, and financial settlements that address the harm while allowing the organization to move forward.
When an employee believes they were terminated unfairly — whether due to retaliation, discrimination, or breach of contract — the resulting conflict can be costly for both sides. Mediation allows former employees and employers to negotiate separation terms, severance packages, references, and non-disparagement agreements without the uncertainty and expense of a courtroom battle.
Disputes involving race, gender, age, disability, religion, or other protected characteristics carry significant legal and emotional weight. Mediation creates space for honest dialogue about what happened, acknowledgment of impact, and practical remedies. Many discrimination claims settle more favorably in mediation than in court, and the process is far less adversarial.
Disagreements over unpaid overtime, misclassification, commission structures, bonus disputes, or unequal pay can be resolved efficiently through mediation. These disputes often involve straightforward financial calculations, and mediation helps both sides arrive at a fair number without prolonged legal fees eating into the recovery.
Employment contracts, non-compete clauses, and intellectual property agreements are frequent sources of conflict — especially when employees leave for competitors or start their own ventures. Mediation can help negotiate revised terms, buyouts, or transition plans that honor both parties’ legitimate interests.
Not every workplace dispute involves a formal legal claim. Sometimes two colleagues, a manager and a direct report, or cross-departmental teams simply cannot work together. Mediation addresses the underlying communication breakdowns, establishes new ground rules, and restores functional working relationships.
Unlike lawsuits, which create public records, mediation is completely confidential. For employers, this means no negative press, no public court filings, and no precedent-setting rulings. For employees, it means their claims and career histories remain private. This confidentiality often makes both sides more willing to engage honestly and settle.
In many cases, the parties still need to work together — or at least coexist within the same industry. Litigation is inherently adversarial, and the damage it inflicts on professional relationships is usually permanent. Mediation focuses on solutions rather than blame, making it possible for people to continue working together, or to part ways on respectful terms.
The average employment lawsuit takes 12 to 18 months and costs tens of thousands of dollars in legal fees alone. Workplace mediation typically resolves disputes in one to three sessions — often within a few weeks. For employers, this means less disruption. For employees, it means faster closure and financial recovery.
The Equal Employment Opportunity Commission (EEOC) encourages mediation as an alternative to formal investigation and litigation. Private mediation offers the same benefits — often with more scheduling flexibility, more experienced mediators, and faster timelines. If you’ve received an EEOC charge or are considering filing one, mediation may resolve the matter before the formal process even begins.
Contact us for a confidential conversation about your situation. We’ll explain the process, answer your questions, and help you determine whether mediation is the right fit.
All sessions are conducted virtually, making it easy for employers, employees, HR representatives, and attorneys (if involved) to participate from anywhere in the country.
Alisa facilitates structured dialogue between the parties, ensuring each person is heard and guiding the conversation toward practical solutions. Her former 16 years of trial and motions practice across King, Pierce, Kitsap, Whatcom, and Grays Harbor counties — handling everything from civil litigation to administrative hearings — means she anticipates the legal issues both sides are weighing, even when attorneys aren’t in the room. Most workplace disputes resolve in one to three sessions.
Once the parties reach an agreement, the terms are documented in a written settlement that both sides can rely on.
Alisa Kharis isn’t just a mediator — she’s a former practicing attorney and a business owner who has operated in corporate environments for over two decades. She earned her Juris Doctorate from Seattle University School of Law, practiced law for 16 years in Washington state courts, and holds IMA-certified Master Mediator credentials earned through a year-long training program with the International Mediation Association in Phoenix, AZ. She is also an IRS Enrolled Agent, which allows her to address tax implications that frequently arise in settlement negotiations — such as the tax treatment of severance payments or settlement proceeds.
Through Synergy Relations, her consultation and strategic communications firm, Alisa has worked in PR, event planning, video production, and marketing since 2003 — giving her fluency in corporate culture and organizational dynamics that goes far beyond legal theory. She also hosts the podcast BREAKTHROUGH TODAY, where she explores conflict resolution, communication, and personal growth.
This depth of real-world legal and business experience means Alisa can speak the language of both employers and employees, anticipate practical concerns, and help craft agreements that actually work in the real world.
Schedule a free, confidential consultation to see how mediation can resolve your workplace conflict quickly and privately — protecting everyone involved.
Call (888) 851-8856 or book online to get started.
Compass Mediation Group does not provide legal advice or legal representation. Alisa Kharis is a mediator, not a practicing attorney. Her legal background informs and enriches the mediation process, but she does not act as an attorney for any party. Both partners are encouraged to consult with independent attorneys for legal counsel. If you need legal representation, we are happy to refer you to qualified attorneys.
