PRACTICE • Employment & Workplace
Employment disputes,
that go beyond the legal
claim.
Wrongful termination, PAGA claims, discrimination, and
workplace conduct disputes — resolved efficiently,
confidentially, and with genuine fairness to both sides.
2 – 4 wks
AVG. RESOLUTIONVirtual / on-site
FORMATFixed
DAY-RATE
Typical timeline
3–6 weeks
Available in-person and virtually.
Session format
Single or multi-day
Structured around each matter's complexity.
Fee structure
Hourly / Fixed
Agreed before the engagement begins.
01 · Introduction to the practice
Employment disputes
that go beyond the legal claim.
Employment conflicts are rarely just about the law. They are about people — their careers, their dignity, and the organizations that employ them. Dr. Singh regularly mediates employment cases including wrongful termination, PAGA claims, harassment, and discrimination matters, bringing both legal fluency and genuine human understanding to every session.
01
Wrongful termination & retaliation
Claims of unlawful dismissal, retaliation for protected activity, and constructive discharge.
02
PAGA & wage-and-hour disputes
California Private Attorneys General Act claims and class-adjacent wage disputes handled with procedural expertise.
03
Workplace harassment & discrimination
Cases involving race, gender, age, religion, or disability discrimination and hostile work environment claims.
04
Executive & C-suite separations
High-stakes leadership departures, severance negotiations, and non-compete disputes handled with confidentiality.
05
Employment contract disputes
Non-disclosure, non-compete, and employment agreement conflicts.
06
Whistleblower & retaliation matters
Protected disclosure claims and whistleblower retaliation cases.
02 · How it works
Five steps, built for a fair hearing.
Dr. Singh’s employment mediation process is built to give both the individual and the organization a fair hearing — in a setting where resolution is actually possible.
Confidential intake
Separate meetings with each side before the session. Dr. Singh reviews pleadings, key facts, and each party’s real interests — not just their legal positions. This is where trust in the process is built.
I
II
Pre-session preparation
Written mediation briefs are reviewed. Settlement authority is confirmed. Dr. Singh identifies the key pressure points and designs a session structure accordingly.
Joint opening & caucus sessions
Dr. Singh opens the joint session to establish ground rules and allow each party to be heard. Caucus sessions then allow candid exploration of settlement parameters without positional anchoring.
III
IV
Evaluation & reality testing
Where useful, Dr. Singh offers a frank assessment of the risks and costs of continued litigation for both sides — not as pressure, but as an honest professional perspective that helps parties calibrate.
Agreement & documentation
Settlement terms are reduced to writing on the day. Dr. Singh assists parties in ensuring the agreement is clear, comprehensive, and durable.
V
03 · Is this the right fit?
A short, honest fit check.
Use the toggle to switch between Good Fit and Less Appropriate views.
- Both the employee and employer want to avoid a public court record
- The legal and business costs of litigation are becoming disproportionate to the claim
- Decision-makers with settlement authority can participate
- The relationship — or at least professional reputation — matters to both parties
- The case involves nuanced factual or credibility issues better suited to mediation than a jury
- One party is seeking a public precedent or policy change rather than individual resolution
- There is a parallel criminal investigation that needs to conclude first
- The employer representative in the room lacks full settlement authority
- One party is using mediation as a delaying tactic with no genuine interest in resolution
04 · What clients say
Quiet outcomes, in their own words.
Comments collected with permission. Names and details altered to preserve confidentiality.
April 2024
He was gracious with his time, a great listener, facilitator, and host, and was very appreciative and respectful of other speakers and students.
February 2024
He made me feel welcomed and valued throughout the course. He was engaging and kept everyone's attention, which can be difficult to do in a virtual course.
05 · Frequently asked
What people usually want to know.
The questions below come up on most intake calls. If yours isn’t here, the call is the right place to raise it — there is no charge.
Yes. Early mediation of PAGA and wage-and-hour claims can significantly reduce exposure and cost for employers, and often produces faster resolution for employees.
No. Dr. Singh works with both represented and unrepresented employees. He takes particular care to ensure unrepresented parties fully understand the process.
Distance on numbers is normal at the start of mediation. Dr. Singh’s approach is specifically designed to close large gaps through interest-based exploration and frank evaluation.
Yes. All statements made in mediation are confidential and cannot be used in subsequent litigation. Settlement agreements can also include confidentiality provisions.
Most employment mediations resolve in a single day. Complex multi-plaintiff or PAGA matters may require multiple sessions.
Related practice areas
Other tracks.
Each practice runs on the same method. The pages below lay out the adjacent tracks.
01 · family-mediation
Family & Estate
Divorce, custody, separation and inheritance — resolved without the courtroom.
Read more ↗
03 ·business-mediation
Commercial & Contract
Vendor, partnership, M&A holdback and shareholder matters — handled discreetly.
Read more ↗
02 · cross-cultural-mediation
Cross-Cultural & Cross-Border
Multilingual matters where culture, language and jurisdiction layer on top of the dispute.
Read more ↗
04 · public-policy-mediation
Public Policy, Education & Policing
Multi-stakeholder facilitation for community, agency, school and law enforcement matters.
Read more ↗—— BEGIN
A first conversation,
held in confidence.
Thirty minutes, by phone or video, at no charge. We'll tell you on the call whether this is the right instrument for your matter.
MLC Participant
March 2024