Jeffrey J. Beaton

Jeffrey J. Beaton

Jeffrey J. Beaton, twice graduated from the University of Virginia, receiving his B.A. in 1978 and his J.D. in 1982.  Mr. Beaton began practicing law in 1984, becoming lead trial attorney for the firm of Beaton & Hart, P.C..  Since 1996, Beaton has served as a mediator and arbitrator in numerous disputes, both court appointed and privately.  He is a certified trainer, mediator and mentor in both family and general mediation in Virginia.  Mr. Beaton is currently a principal in the firm, The Center for Law & Mediation, P.C., which he founded in 2000.

 




Contact Jeffrey J. Beaton

Website: www.cflam.com

Articles and Video:

The Role of Diversity in Mediation (01/10/14)
As mediators we have been taught that disputes are more likely to be people-problems than legal-problems. Instead of listening only to a participant’s position, we should search for underlying interests, wants, values, and needs. Mediators discover that by learning more about human nature, they are able to understand people's motives. In turn we can encourage participants to reach agreement or helpful change.

Thoughts on Gender Bias in Co-Parenting Mediation (06/04/12)
This article examines the influence of gender dynamics in the mediation process. It further explains the ways in which gender differences are perceived by mediators and participants. It concludes with several suggestions on how to overcome these barriers to an unbiased mediation.

Thoughts on Mediating Custody (05/30/11)
As a mediator, I have been involved in thousands of custody cases with their many nuances. Frequently, the perspectives of the participants amount to little more than parents playing out traditional gender roles. The mothers often argue a “tender years” position, and the fathers counter with a desire to be more than a mere “weekend dad.” The mediator’s role becomes especially frustrating when the parties truly believe an intractable position is in the best interest of the child.

Practical Tips For Mediating Employment Disputes (11/22/10)
Alternative dispute resolution techniques, especially mediation, have become a valuable resource for both employers and employees given the current state of the economy.

The Art Of Persuasion (04/12/10)
Whether arguing a case on behalf of a client or convincing parties that a mediated settlement offers the best hope of reaching the higher ground of resolution, there are some basic issues that each have in common. Of course, litigation and mediation are different brands of beast. I concede that a mediator should not be in the business of routinely advocating a particular outcome. Nevertheless, there are times when even a neutral must take a position in order to overcome impasse or to convince a party that a position is unreasonable.

Mediating Employment Disputes (02/01/10)
We have received several questions concerning the approach to mediating disputes that arise in the workplace. We have found that mediation works well to resolve workplace disputes because it allows the parties to maintain a relationship while reducing adversarial tension and increasing the likelihood of a low cost/high benefit settlement.