
We’ve made it to Year 3—what a journey it’s been! A huge thank-you to all our early supporters, cheerleaders, and clients (yes, that’s YOU). Your trust and encouragement keep us inspired every day. Helping people resolve disputes is incredibly fulfilling, and every “thank you” message we receive is a reminder of why we love what we do.
Here’s a quick look at how Mediation Maven has grown in the past year:
Mediations tripled: In 2024, we mediated 3x more matters than in 2023!
Resolution success climbed: We resolved 67% of cases in 2024, up from 63% in 2023.
Case diversity: 51% of mediations involved employment matters (harassment, wage/hour, retaliation, etc.), while 49% tackled commercial litigation (oil/gas, real estate, and more).
Longest mediation: A record-breaking 12 hours of focused negotiation!
Mediating is almost always challenging, but when parties are motivated to find a resolution outside of continued litigation, it’s incredibly rewarding to help both sides cross the finish line. Some of us really care about helping you and your clients find common ground.

Did You Know?
In addition to mediation, Sasha also handles workplace investigations and workplace mediations! In 2024, Sasha assisted with investigations covering a range of issues, including sexual harassment, assault, bullying, senior-level discrimination claims, and even allegations of fraud and theft. Whether you need in-person or remote support, Sasha is here to help—and yes, she will travel!
This past year, Sasha had the opportunity to mediate a challenging but rewarding workplace conflict. Two employees, whose difficulties working together were impacting both their performance and their teams, came to the table for a focused day of mediation. The result? A productive and collaborative process that led to a mutually agreed-upon plan for moving forward. Workplace mediations like this can be transformative, helping employees rebuild trust, improve communication, and enhance overall team dynamics. If you’re facing similar challenges within your organization, we would be happy to help foster a path forward that works for everyone involved.

Spotlight: Workplace Investigations and EEOC Guidance
The Equal Employment Opportunity Commission’s (EEOC) updated Enforcement Guidance on Harassment in the Workplace emphasizes the importance of conducting a prompt and adequate investigation as part of corrective action after receiving notice of potentially harassing conduct.
So, what does the EEOC consider “prompt”?
An investigation is prompt if it is conducted reasonably soon after the employee complains or the employer otherwise has notice of possible harassment.
Spoiler alert: Two months isn’t prompt—and even two weeks may not be, especially if physical touching is involved.
And what about the sufficiency of the investigation?
It must be conducted by an impartial party who gathers information from all parties involved.
The alleged harasser must not have any direct or indirect control over the process (are they in the chain of command?).
The investigator should be well-versed in EEO laws (see Example 72 in the Guidance for details).
If you need a skilled investigator who meets these standards, let’s talk. We are happy to partner with you to ensure a fair and thorough process.
Best Wishes
Here’s to another year of growth, collaboration and helping clients achieve their goals.
Thank you for being part of Mediation Maven’s story — we look forward to continuing to support you in 2025!
Warm regards,
Sasha
Mediation Maven