San Diego Employment Mediation
The employment mediation process - what to expect
Successful mediation does not begin when the parties sit down at the table. It begins weeks earlier, with preparation, communication, and a clear understanding of each party’s interests. Here is exactly how Corey Hanrahan approaches employment mediation in San Diego, from first contact to final resolution.
How it Works
A process built around resolution, not pressure
Many mediators treat the session itself as the main event. Corey’s approach is different. Every stage of the process, before, during, and after the session, is designed with one goal in mind: giving the parties the best possible conditions to reach a lasting, meaningful resolution on their own terms.
Book your session
Scheduling with Hanrahan Mediation is straightforward. Attorneys and parties can book a full-day or half-day virtual mediation session directly through the online real-time booking system, or by calling (619) 910-1200 or emailing the office. Sessions are available throughout the week, and the booking system shows live availability so there is no back-and-forth over dates.
Mediation briefs and pre-session communication
Before the session, Corey asks each party to submit a concise mediation brief. This is not a formality. It is one of the most important investments the parties can make in the process. A well-prepared brief allows Corey to understand the legal theories, the key facts, the damages picture, and each party's underlying interests before anyone sits down. In more complex cases, Corey may also request a pre-mediation call or meeting with counsel to ensure the session is set up for success from the start.
Opening Session
On the day of mediation, Corey opens with an introduction that sets the tone for the session, establishing ground rules, outlining the process, and creating an environment where all parties feel heard. Depending on the dynamics of the case, this may include a joint session where each side has an opportunity to speak, or the parties may proceed directly to separate caucuses. Corey tailors the opening to what the case needs, not to a rigid formula.
Private caucuses and de-escalation
The majority of most employment mediations takes place in private caucuses, which are separate sessions where Corey meets with each side individually. This is where Corey's de-escalation approach matters most. Rather than applying pressure to force movement, he works to lower emotional intensity, help each party think clearly about their interests and their risk, and identify the path to a resolution that both sides can accept. He uses both distributive and integrative techniques, adapting his approach to the unique dynamics of each case. The goal is not just a number. It is closure.
Negotiation and movement toward resolution
As the session progresses, Corey helps the parties move through the negotiation process systematically, tracking positions, identifying where movement is possible, and helping both sides understand what a realistic resolution looks like. His litigation background is particularly valuable here. Because he has litigated and tried California employment cases himself, he can engage meaningfully with the legal and damages arguments on both sides without taking sides. Attorneys do not have to spend time educating him on how these cases work. That saves time and keeps the focus where it belongs, on getting the case resolved.
Post-mediation follow up
Not every employment dispute resolves on the day of mediation, and Corey does not view that as a failure. Every session generates information, movement, and a better understanding of what it will take to reach resolution. Corey stays engaged after the session, following up with all parties to make sure every opportunity to settle the case has been fully explored. He believes there is no such thing as a failed mediation, only mediations that need more time.
Session Formats
Full-day and half-day options
Hanrahan Mediation offers both full-day and half-day virtual mediation sessions to accommodate the complexity and scheduling needs of different cases. All sessions are conducted virtually, making it easy for parties and counsel across San Diego and all over California to participate without travel time or logistics.
Common Questions
Frequently asked questions about the employment mediation process
Employment mediation is a voluntary, confidential process in which a neutral third party, the mediator, helps employees, employers, and their attorneys negotiate a resolution to a workplace dispute outside of court. In California, mediation is commonly used to resolve claims involving wrongful termination, harassment, discrimination, retaliation, and wage and hour violations. The mediator does not decide the outcome. The parties do. This makes mediation a powerful alternative to litigation, which is costly, time-consuming, and unpredictable.
Most employment mediations are scheduled as either a half-day (3 to 4 hours) or full-day (6 to 8 hours) session. More complex cases with multiple claims or significant damages exposure typically benefit from a full-day session. In some cases, a second session may be needed, and Corey remains available to continue the process until every opportunity for resolution has been explored.
Yes. Under California Evidence Code Section 1119, mediation communications are confidential and generally cannot be used as evidence in court proceedings. This confidentiality is one of the most important features of the mediation process. It allows both parties to speak candidly, explore settlement options honestly, and negotiate without fear that their statements will be used against them if the case proceeds to litigation.
Not necessarily. While some mediations begin with a joint session where both sides are present together, the majority of the process typically takes place in separate caucuses, which are private meetings between Corey and each party individually. This is especially common in employment disputes where there is significant emotional tension between the parties. Corey will recommend the format that gives the case the best chance of resolution.
Corey does not view an unresolved session as a failed mediation. Every session generates valuable information and movement, and many cases settle in the days or weeks following the initial session. Corey remains actively engaged after the session, following up with all parties to ensure every opportunity for resolution is fully explored. His commitment to the case does not end when the session ends.
A good mediation brief is concise, focused, and honest. It should summarize the key facts, the legal claims and defenses, the damages picture, and your client’s goals for the mediation. It does not need to be exhaustive. Corey does not need a brief that reads like a trial brief. What he needs is enough information to understand the case and each party’s underlying interests before the session begins. If you have questions about what to include, Corey is happy to discuss it in a pre-mediation call.
Ready to Schedule Your Mediation?
If you are an attorney or party involved in a California employment dispute, employment law mediator Corey Hanrahan is ready to help you find resolution. With deep expertise across the full spectrum of employment claims, formal mediation training from Pepperdine’s Strauss Institute, and a proven de-escalation approach, Corey brings everything you need to the table, except the pressure.
Call (619) 910-1200, use the online booking system, or email us at [email protected] to schedule your mediation today.