Quotes from “The Importance of Diversity in Alternative Dispute Resolution” June 2021

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Baros, Eunice, Palm Beach County Bar Bulletin on Diversity.Mediation

Notable article quotes: (Click here for article)
“Diversity pervades our entire existence …Diversity goes beyond cultural characteristics. If affects our socio-economic, gender, geographical, and financial status.”
“The Covid-19 pandemic has forced us all to be aware of others and not just ourselves. We need to emphasize fairness, equity, values, empowerment and self-determination at every level of our interaction and in every situation in our lives now.”
“We are diverse. We want to be valued, we want to be recognized, we want to be respected. Diversity is what we are. It’s part of the human condition.”

 

MEDIATION-PTSD. IS THAT A THING?

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Post-Traumatic Stress Disorder can develop after a person is exposed to
a traumatic event…

“… You’re a what!?! Did you say a Mediator?!” As I tried to understand his repulsed face he continued. “Sorry I didn’t mean to interrupt your conversation Stanley, but as I passed by and heard you say you’re heading to do a mediation my stomach turned, my blood ran cold and I was immediately brought back to 8 years ago when I meditated for 12 hours! It was horrible! I HATE mediation, and mediators are worse than lawyers! I mean my lawyer, said that this retired judge was pushy and often was used because she was good at getting deals done. And she can give us a look at what another judge might do. It was the worst decision of my life. Well second worst, staying in my marriage 9 years to long was the 1st. And after 12 hours NOTHING got done. 12 hours man! And, I tell you what. If the judge, I mean mediator, always came in beating me up on me and saying, ‘As a judge, I would rule this way or that- way, or, ‘You know she could get permanent alimony due to her disability… I would strongly consider that when I was on the bench’. I mean come on! Talk about against the man in a divorce. I refused to settle after that… No! she was completely biased and on my wife’s side. It was a pity-party that didn’t need to be done because my ex only uses her disability issue when she wants. And the mediator never wanted to hear that. My ex was a complete bully to me and her family which is why they were all my witnesses at the trial 8 months later. Sorry. But I just hate mediation…”
Wow! I was shocked at how expressive Mr. Jay was. Since I’ve known him for about 18 months and after many conversations after the gym, he never had such a harsh tone… So, with an empathic-understanding tone, I said. “I hear you, Jay. And yeah, many mediators are not well trained in conflict resolution but rather stay within their adversarial-approach to conflict resolution even as they mediate. But I know some fantastic former judge mediators, so do not lump them all the same. And I am sorry you feel that way about mediation. Mediation really is an awesome process and is supposed to be a balanced process. Even in our Florida ethical rules, like 10.200, it promotes the ‘…use, understanding and satisfaction of the process for the parties’”.
Jay shook his head saying, “What I experienced should be illegal. It’s too late now, and I should have done something before, but what, I do not know. I was so distraught from the hurricane of the divorce. I didn’t think I could do anything anyway, she was a judge, what could I do. I was in no place mentally or emotionally to deal with it. Divorce is just such a terrible thing. But now I am thinking, how many other people did she do that too… it’s just wrong…”
We continued to speak where I hopefully showed him that although his experience was not exclusive, and it does happen quite often, it is not the process or the profession that is at fault, it’s the practitioner and lack of training.

MEDIATION IS NOT ABOUT THE DEAL…
WE HAVE A DUTY TO THE PARTIES, PROCESS, PROFESSION & COURT…
TRAINING MATTERS…

An Alternative to Litigation: “3 Effective Negotiation Strategies”

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“Ultimate excellence lies not in winning every battle, but in defeating the enemy without ever fighting…” –Sun Tzu.

 

As a mediator I continue to study the Sun Tzu’s the “Art of War”. Not because I support War/conflict but rather, I believe that to effectuate collaborative solutions one must be prepared for multiple manners of “warring”. The Art of War offers a great amount of wisdom that can be used in a variety of industries.  As a mediator I have observed disputants being counterproductive throughout a mediation conference because they are too focused on winning, although they both were very interested in avoiding a trial.  It takes a great amount of awareness to help those achieve what they say they want, without them feeling like they gave up what they need…

 

Negotiation opponents often think that the only way to negotiate is to intimidate and by a show of power.  There are a multitude negotiation approaches/styles and they all have distinct advantages and disadvantages. The following are the 3 that I’ve seen initially be more effective:

 

3 Negotiation Strategies

 

  • Reduce the Conflict – Conflict is expensive.  Before you engage in a lengthy litigation matter or negotiation effort, be honest and strategize on the business of conflict.  If there are a multitude of issues, try reducing them to the most essential points of conflict. Often when you have a chance to narrow down the issues that need to be address, you narrow down the cost/time that may be incurred.

 

  • “Enlarge the Pie”– A rarely used technique is to creatively broaden the options of agreeable outcomes. Often disputants only come to negotiate with limited ideas of what is owed or due to them. So, in turn they negotiate with a limited view of possible outcomes.  When you negotiate from a position of having plenty of outcomes you tend to be more flexible and reach agreement easier.  By “enlarging the pie” you create the tone that greater options are available to those with the willingness to seek greater options.

 

  • Separate the Person from the Issue – “If it is only business, keep it that way!” Behavior during negotiation is key, and perception is everything. When parties state “…it is just business, this is a simple case…”, I always expect more much more.  We are all human and therefore what should be simple can easily turn into frustration and lashing out when the other side just doesn’t see how wrong you think they are. Be mindful of harsh negotiations turning into name-calling or personality trait bashing.  To reduce the frustration/emotions, it is always better to objectively remain on the matter in dispute and not who is doing the negotiating.

 

Mediation is artfully delicate process and should be facilitated by a professional neutral with the unique skill sets that promote collaboration, party self-determination while encouraging negotiations.

 

Stanley Zamor is a Florida Supreme Court Certified Circuit/Family/County Mediator & Primary Trainer and Qualified Arbitrator.  Mr. Zamor serves on several federal and state mediation/arbitration rosters and has a private mediation and ADR consulting company.  He regularly lectures on a variety of topics from ethics, cross-cultural issues, diversity, bullying, and Family/Business relationships.

 

3 Effective Negotiation StrategiesDownload

A New Year of Resolve:  Saying Goodbye to LAST-YEAR’S Litigation and Hello to THIS-YEAR’S Agreed Settlement

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By Stanley Zamor                                                                                                                                                            

“It’s 20XX.  Time to let LAST-YEAR go!  You decide.  It is time to accept and expect THIS-YEAR to be the year of RESOLVE!”  During the various mediations I facilitated in 20XX, a common theme I heard by participants to explain their discourse, was that 20XX was a year of build-up, peculiarity and conflicts that seemed to spiral out of control; so the parties (and their attorneys) were ready to settle.  Although parties, and their counsel, self-described the dispute(s) as being “simple”, as the mediation process progressed, simple issues revealed themselves more intractable.  As a professional neutral I am not surprised by parties being unrealistic about the simplicity of their issues (and their resolve).  Managing expectation is not a problem, and it is what a trained professional neutral is trained to do.

 

So, how do mediation participants leave the past and the old year behind (analogous to litigation);  and move forward like a New Year’s Eve countdown, eager to see the ball drop in Times Square, and at the stroke of midnight, be ready to usher in a new year, a new resolve, an agreed settlement?  The anticipation and expectations of a new year bring new hopes, new dreams, and the achievement of new goals.  But timing is the key; and unless participants are ready to reach a resolution, they will not settle.  To gauge unsure participants and their preparedness to settle, after their 2013 cynical statements, I offered for consideration, “…Preparing a mediation settlement agreement is like preparing for a new year, with New Year’s resolutions.  You craft your goals, and how you want your present and future to be; while litigation focuses on the past year that is now gone.  Litigation forces you to relive regrets, wrongs, missed opportunities and hurts.  Although litigation is your right, and allows you to receive a decision, others ultimately assign a value to your position, with which you may not agree.  Your hurt feelings and intangible concerns are rarely addressed in litigation; and the ‘I SHOULDAS, I WOULDAS, I COULDAS…But I DIDN’T…’ do not get expressed.  However, during a mediation session, there is usually an opportunity to address such concerns and that is when it becomes easier to start fresh, new, and agree to resolve the matter through an agreed settlement…”

 

After further dialogue and self-assessments, most of the participants saw the value of reaching a settlement agreement that day and were ready to resolve the matter.  I was told that after the mediation session, the settlement agreement created gave them the ability to move forward, onward and upward.  Holding on to the past through litigation felt like dwelling on the “yesterday”, it held them back; and also, living to litigate a case, continued to hurt more than help.  While creating and preparing a settlement agreement, helped set clear future goals, let them be heard and more importantly, allowed for forgiveness and the acceptance of an, “I’m sorry…”.  HAPPY NEW YEAR!

 

(updated, 2018)

As Featured in the Daily Business Review: “No J.D. NEEDED…”

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CLICK HERE:  Daily Business Review 9.8.14 hard copy

The Daily Business Review decided to look at civil mediation and the Florida Supreme Court’s change in 2007 to remove the restriction allowing for non-attorneys to mediate civil cases.  What is a good for the mediation, the process, and the public? The answer is….. YES. I am a featured contributor to this article as well as some of the states most well-known trainer and mediation practitioners.  Perry Itkin was a Primary Trainer and a lawyer for 41 years when this article was originally published.  For those who do not know who Perry Itkin is, since 1992 he was one of Florida’s most sought-after mediation Primary-Trainers until he retired in 2015.  In this article, he states that effective mediation is not about the law since it is not a mediator’s job to determine right or wrong… It’s most important that the neutral have common sense, an inquisitive mind, and excellent interpersonal skills…

 

 

This is a good short article that in my opinion starts the conversation and shows that, there are a lot of good mediators that are members of the bar, and there are a lot of mediators who are not members of the bar.  A good mediator should bring a broad set of skills and have a heightened awareness of interpersonal communication and how to assist people to move beyond conflict. Mediation is a uniquely flexible process that is not as limited and rigid as people initially think.

Click the text below to see the .pdf hardcopy.

 

“Let’s Make A Business Decision, Let’s Mediate”

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“Let’s Make A Business Decision, Let’s Mediate”

By Stanley Zamor

(July 2017)

“Greg, if you would have better advised me of the extensive cost of this litigation, I might not have let it go this far. But now, I am so financially committed, I have to see it through, even though it may bankrupt me…” I stated, “Although you are heavily engaged in litigation, now that you are at mediation, you have a real opportunity to reduce further expenses while reaching a resolution you create…”  Unfortunately, this was a real statement made by a Plaintiff expressing his frustration to his attorney.  The mediation ended, and resulted in a settlement 3 hours later.

The Real Cost of Litigation

We live in a great country where our legal system is not perfect, but is available to those who choose to use it.  So how expensive is litigation anyway? Um, although the initial cost of a civil suit varies depending on the lawyer you choose and the type of case, it is not unusual for either party to spend close to $100,000 in a contentious business lawsuit.  How? Well, a brief example is when taking the deposition of five people, who are potential witnesses:

*  Attorney’s replenishable retainer of $5,000, used for initial costs/filing and commencing discovery of the lawsuit;

*  Attorney charging $300 per hour – research and preparation for five, eight hour witness depositions – $2400 x 5= $12,000.  Further consider the cost of travel and deposition transcripts (usual cost $1000 each x 5= $5,000);

*  Other basics litigation costs include (but is not limited to) hiring expert witnesses; research/study of reports, analysis, or other projects ordered by the court; attorney hourly fees; copy fees; computer legal research services; secretarial and paralegal fees; external consultants, and specialist fees; private investigator, electronic discovery maintenance, and trial demonstrative aids, etc.

 

The Truth Is Real

Unfortunately, even though our civil litigation system is considered to be the best in the world, it is so costly, and the rewards (if any), are sometimes too far delayed to enjoy the benefits.  So that is why mediation is available and the courts are encouraging parties to mediation early as an alternative to trial.  In many areas of the law, like in Condo & Home Owners Association cases, you must mediate before you litigate.

The Cost of Mediation

Contrary to litigation mediation cost fractions less and mediating before you file a lawsuit can save you tens of thousands of dollars.  The comparative math is:

*  Typically, mediators charge $300 per hour for five-hours. (shared between the parties) So, $1500, and you are done!

*  If you have an attorney, add the cost of their time too. Regardless, your cost can be under $3000 and you’ve reached a resolution that you’ve created and controlled. When you litigate you will triple that cost for the uncertainty of an outcome.  Hmmmm…  Make a business decision, you have options.

 

Stanley Zamor is a Florida Supreme Court Certified Circuit/Family/County Mediator & Primary Trainer and Qualified Arbitrator.  Mr. Zamor serves on several federal and state mediation/arbitration rosters and has a private mediation and ADR consulting company.  He regularly lectures on a variety of topics from ethics, cross-cultural issues, diversity, bullying, and Family/Business relationships.

 

szamor@i-mediateconsulting.com

www.i-mediateconsulting.com

www.LinkedIn.com/in/stanleyzamoradr

(954) 261-8600

 

“Getting What You Want in Mediation”

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“Getting What You Want in Mediation”

By Stanley Zamor

(January 2018)

Set The Stage

As the parties entered the room, I stood smiling and welcomed each person as they took their seat around the conference table. I stood at the head of the table and observed the perfectly quaffed group of 10, they all seemed to share the same blank expressionless face. Something recently happened… And that something was not good.  As each side gave their opening statement they mentioned the results of a Summary Judgement hearing that took place just 2 hours prior to the commencement this mediation.  The judge made a partial ruling that both parties claimed to give them some sort of victory.

In brief, for over 3 years of litigation multiple businessmen, in two consolidated cases, spent millions of dollars to prominent law firms to keep pushing their positions until the eve of trial.  But now, after long eloquent statements outlining how the law supports their position(s), I asked them something that seemed to perplex the entire group.  I asked, “Now that we have heard each perspective and how right each party thinks they are; what do you want?…” They all agreed that they wanted finality and (read below for the rest). I said, “Good.  Then let’s get to work…”

At The Ready…

One of the difficult defining points of mediation is to reduce the barriers of communication.  Litigation is innately adversarial in tone and process.  Mediation conversely encourages collaboration while reframing the tone of the dispute, to where parties may feel able to design their own resolution.

Often, once a case is filed in court, disputants never see each other outside of a court related event.  Since mediation is an informal process, disputants have an opportunity to use their own words during mediation in a conversational tone, and not only in the usual adversarial posture.  A skillful mediator can use that opportunity, to shape the discussion to where both parties can feel heard/good about being flexible and seeing where resolution may creatively lie.

Mediation will not replace litigation, it is simply an option that works when parties need an alternative.  Legal rights and duties are important but many times when parties are given a neutral space to express what they want, they are able to resolve issues themselves.

Their Wants:

So, what did these disputants want, and did mediation give to them?  The following are a few of the things that the disputants told me they wanted and after a 5 hour mediation, they created an agreement that was satisfied with:

  • Someone to admit wrong and to be held accountable,
  • To be able to move forward and beyond that business dispute,
  • To take the lessons learned and establish better systems to limit/protect themselves from future litigation,
  • To recoup/cover a portion of monies spent on legal fees,
  • To make more money, smarter.

 

Stanley Zamor is a Florida Supreme Court Certified Circuit/Family/County Mediator & Primary Trainer and Qualified Arbitrator.  Mr. Zamor serves on several federal and state mediation/arbitration rosters and has a private mediation and ADR consulting company.  He regularly lectures on a variety of topics from ethics, cross-cultural issues, diversity, bullying, and Family/Business relationships.

szamor@effectivemediationconsultants.com

www. effectivemediationconsultants.com

www.LinkedIn.com/in/stanleyzamoradr

(954) 261-8600

Workplace Sexual Harassment: #MeToo & Finding A Resolution Process

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#METOO Trends and Highlights

 

IN the past few months social media and every industry has been a flooded with allegations of sexual harassment.  The silence has been broken, and the once considered “too powerful” and untouchable are being “handled” and striped of their positions/power.  Sexual harassment is not industry specific, it is not new and the skeletons in the Walmart-size closets are busting out.  Here are some statistics from the U.S. Equal Employment Opportunity Commission and news polls:

 

  • 75% of all workplace harassment goes unreported.
  • 30% of individuals who were harassed spoke immediately to their supervisor, union representative, managers or the Human Resource department.
  • “…sexual harassment training is easily mocked – and often brushed off…”
  • According to the Washington Post “between 1997 and 2014 the US Treasury” paid 235 awards and settlements worth approximately $15.2 million for workplace violations on Capitol Hill.

 

No industry is safe from sexual predatory behavior. And the behavior has been allowed to permeate the business/entertainment/ culture.  Even the EEOC states that yearly training is not enough and is usually only focused on avoiding legal liability.  After doing many EEOC mediations which lead to reviewing thousands of employment manual pages, state and federal rules, regulations, and policies, I am comfortable to say that there remains to be A LOT of work done if we wish to change the sexual harassment culture.

 

Finding a Resolution Process

 

We know that victims are ignored and paid off; and litigation and hefty settlements have not prevented predatory behavior. So what is the answer, and what should be considered when seeking arbitration and mediation as alternatives?  Honesty, I am not sure, but I am confident that the Victim-shaming, fear, and the industry-cultural norms that allowed sexual harassment to go unchecked and underreported need deeper and broader systemic solutions.

 

The following are brief points when considering other resolution options:

 

Arbitration, Akin to Litigation –  

  • Engaged as per employment contract provision(s), due process paranoia is a challenge.
  • Awards are usually confidential.
  • Victims often relive the incident like at a trial.
  • No appeals process.

 

Mediation – Pros & Cons (limited and not exhaustive)

  • Pro- Empowerment- Many victims want an opportunity to face their abuser and ask “Why?”
  • Pro: Confidentiality- Victims are often ashamed and do not want, to have to relive the event multiple times.
  • Pro: Time – Much faster than litigation and arbitration.
  • Con: Confidentiality – Mediation and the possible agreement, are confidential. The abuser often gets a chance to silence the incident/victim and is not truly held accountable.
  • Con: To Settle – Should a victim compromise and settle with the abuser?

 

 

Stanley Zamor is a Florida Supreme Court Certified Circuit/Family/County Mediator & Primary Trainer and Qualified Arbitrator.  Mr. Zamor serves on several federal and state mediation/arbitration rosters and has a private mediation and ADR consulting company.  He regularly lectures on a variety of topics from ethics, cross-cultural issues, diversity, bullying, and Family/Business relationships.

 

szamor@effectivemediationconsultants.com

www. effectivemediationconsultants.com

www.LinkedIn.com/in/stanleyzamoradr

(954) 261-8600

 

 

Fla. Supreme Court Appointments Stanley Zamor to Mediator Ethics Advisory Committee (MEAC)

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I am proud to have been recognized and appointed by the Florida Supreme Court to serve on the Mediator Ethics Advisory Committee (MEAC) till 6/30/2020. The MEAC is responsible for rendering ethical opinions based upon written questions from mediators who are subject to the Rules for Certified and Court-Appointed Mediators, rules 10.200-10.690.  View the appointment.MEAC Appointment AOSC16-36    MEAC opinions are published on the Courts website at www.flcourts.org

MEAC Appointment June 2016

The Promise of Mediation: Medical Malpractice and Litigation Made More Humane, It’s Possible

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“When in the worst of circumstances, we can find the best in people…” This is a statement I use during mediations. Whether mediating between disputing companies or families, all disputes must have at least two people prepared to negotiate and address high emotional concerns. Similarly, when a patient is dealing with the perception of improper care, misdiagnosis, or wrongful death due to negligence, they feel emotionally hurt, betrayed and demand satisfaction. The harmed and damaged patient seeks legal counsel and they usually file suit, a malpractice claim against the physician, his/her practice and any other person who can be attached to the claim. When a physician is faced with a malpractice claim, they also feel emotionally hurt and betrayed by the patient and immediately seek the advice of their insurer and legal counsel in order to protect themselves, preserve certain rights they may have, and to avoid admitting negligence. The physician often never gets a chance to speak directly to the patient again, and the patient often never gets a chance to address the physician directly with their concerns and emotional pain. With a legal action filed, the adversarial lines are drawn, the litigation process engaged, and the dispute is now reduced to numbers, statistics, and expert opinions. At this point, is it possible to address both parties’ needs/wants and provide each party with a resolution that resolves the case in a less adversarial manner? Yes, through the process of mediation. Mediation offers an opportunity to reach an amicable resolution often not found in litigation. Mediation offers its participants an opportunity to share their story (in their own words), to humanize the dispute, to share and gain perspective of what happened, and often it gives an opportunity to say “sorry” (should an apology be appropriate).

 

Florida has long been a known as the “…So Sue Me State…” where tort reform remains a hot topic and precedent continues to be made on both sides of the issue. Recognizing the time, cost and the immense consumption of resources involved when litigating a medical malpractice case, the use of mediation as an alternative to litigation is now being seen as an invaluable way to resolve disputes. Under Florida Statute 766.108, Mandatory mediation and mandatory settlement conference in medical negligence actions —

(1) Within 120 days after the suit is filed, unless such period is extended by mutual agreement of all parties, all parties shall attend in-person mandatory mediation in accordance with s. 44.102 if binding arbitration under s. 766.207 has not been agreed to by the parties. The Florida Rules of Civil Procedure shall apply to mediation held pursuant to this section…

This provision of the Florida Statutes provides for the process of mediation to be engaged and used to resolve mediation medical malpractice disputes.

 

 

The Process of Mediation

Mediation needs to be referred to as a “process” or “conference”; it is not a court hearing or a court session. Mediation is not an extension of the court system, and should not be considered something you check-off in a box on the way to trial. Mediation is a confidential, voluntary process facilitated by a mediator who is an unbiased neutral (an expert at resolution and not solely an expert in a particular subject matter). Whether court appointed or agreed to by both parties, a mediator is engaged (not hired) to assist with the negotiation process under the unwavering principle of party self-determination. Mediation is an opportunity to reach a settlement agreement that is mutually sufficient; and is an alternative to litigation where disputes pertaining to wrongful death, catastrophic injury and negligence can be resolved. Mediation seeks to reach a “Win/Win” solution to a dispute. The mediator can be Circuit Civil Supreme Court Certified and posses the ability and skill to assist the parties with their dispute. Although often court ordered, a mediation is not a court event, but rather it is an informal conference where the parties can appear pro se (self-represented) or with legal representation. Whether the parties have an attorney, or appear pro se, it is the mediator’s role and task to ensure a fair and balanced process.

There are various aspects of the mediation process, but none as important as the Opening Statement. An Opening Statement is where the mediator introduces themselves, the process and has the opportunity to set up the entire process. The Opening allows for the mediator to build rapport and the tone for a fair and balanced process is set with a good opening statement.

Mediations are only effective when both parties are prepared to explore settlement opportunities and they wish to make a good faith effort to resolve the case. Attending mediation with the sole purpose to persuade the other party that their case is weak, and you’ve to proof it, is a recipe to failure. The mediation conference can be held at one of the attorney’s office or at a neutral location selected by the mediator. Mediators are ethically bound and strictly prohibited, from giving legal advice, opinions, and can not assist with legal strategy. A mediator’s role is to assist with consensus building, creating a non-adversarial nonthreatening environment and to help create options for an amicable settlement.

A Medical Malpractice mediation is an emotional process, but with a skilled mediator who understands how to help the parties communicate their needs and reach consensus, it can be an opportunity for venting and allowing the parties to feel their emotional concerns are heard and valued. Mediation can explore different settlement options with all parties and help everyone reach a comfortable plan of action. If the parties are ready to resolve the case, a settlement agreement will be drafted and signed by the mediation participants that same day. The mediator would then file a mediation report and the attorneys would file the appropriate documents ending the case. If a settlement agreement is not reached, then the mediator files a report with the court, only stating that there was no agreement, and the litigation process proceeds.

 

The Promise

Litigation can be a long and painful, where often litigation participants have to relive painful events repeatedly. Even when a case seems to be a simple win for one party because the facts appear to be strongly supporting their case, there are never any guarantees that a judge or jury will see the same set of facts, in the same way. Litigants rarely have closure and are unable to move forward as the cost, anxiety and the uncertainty of litigation is pending for years. Litigation in a medical malpractice case can cost anywhere from tens of thousands to millions of dollars, and can last for up to 3 years (or even longer). Contrary to the cost, timing, and uncertainty of a court decision, mediation offers an opportunity to be more time and cost efficient, address participants concerns in their own voice and create options and solutions that are often not seen in litigation. Medical Malpractice mediation can take several hours and costs as fractions of what litigation. The promise of mediation is in its process, and how the process of mediation can transform an adversarial painful dispute into an opportunity where all parties mutually benefit from a settlement they created and agree to. When facilitated by a skilled mediator the harmed party feels heard as often emotional needs are met. Simultaneously, the physician can also feel heard, address their emotionally concerns, preserves lost trust and the physician gets a chance to share their humanity during the process. Mediation can truly be a win/win for all.

 

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Stanley Zamor is a Florida Supreme Court Certified Circuit Civil/Family/County Mediator & Trainer and Florida Supreme Court Qualified Arbitrator. He is the current President, Florida Academy of Professional Mediators, Inc. (Florida’s first statewide ADR not-for-profit, est. 1988) and has a private ADR company where he mediates/arbitrates, facilitates workshops and regularly lectures on a variety of topics from cross-cultural issues, diversity, bullying, dispute resolution.