Guiding Resolution exists to bring clarity and structure to workplace issues that often feel complex, fast‑moving or emotionally charged. Employment matters rarely unfold in a straight line, and people can find themselves navigating processes, expectations and decisions that are unfamiliar or difficult to interpret. My role is to provide a steady, independent space where those challenges can be understood clearly and approached with confidence.

My philosophy is to help employees and employers resolve disputes in a way that reduces risk, strengthens workplace practices and prevents repeat incidents. I help clients understand what is happening, why it is happening, and what options are available at each stage. Complex situations are broken down into practical, manageable steps so people can make informed decisions without pressure. This approach supports employers in improving systems and reducing exposure, and assists employees in navigating processes with clarity and procedural fairness.

I offer practical guidance across performance, conduct, conflict, organisational change and formal disputes. This includes support with investigations, workplace conversations, documentation, evidence preparation and Fair Work Commission matters. My focus is on calm, commercially realistic advice that helps clients prepare for what comes next — whether that involves resolution, negotiation or formal proceedings.

Guiding Resolution is built on the belief that clarity changes everything. When people understand the process, the risks, the expectations and the path forward, they are better equipped to make decisions that protect their interests, support their wellbeing and contribute to healthier, more resilient workplaces.

Why this practice exists

Many people feel overwhelmed by workplace processes that move quickly or feel unfamiliar. This

practice was created to provide a calm, structured space where you can understand what is happening and prepare your next steps without pressure.

My philosophy is grounded in clarity, safety and respectful communication. Workplace situations can become complex, emotionally heavy or fast‑moving, and people often find themselves trying to interpret unfamiliar processes while also managing distress, uncertainty or pressure. A steady, structured foundation can make these moments easier to navigate.

I believe that when people understand what is happening, why it is happening and what their options look like, they are better able to make decisions that protect their wellbeing and support fair, stable workplace practices. Clear information reduces risk. Predictable steps reduce overwhelm. Respectful communication prevents escalation and helps avoid repeat incidents.

This practice is built on the idea that support should feel calm, grounded and free from pressure. Whether you are an employee, an employer or a support professional, you remain in control of your decisions at every stage. My role is to guide the structure — helping you organise information, prepare communication and understand the pathway ahead — while ensuring all support remains strictly within non‑legal, boundary‑safe practice.

I approach every matter with steadiness, neutrality and respect. The focus is not on winning or arguing, but on helping you participate confidently, communicate clearly and move through your situation with a sense of stability. Many people describe the experience as grounding because the process is predictable, paced and centred on psychological safety.

At its core, this practice exists to help people navigate difficult moments with clarity, dignity and confidence. When the path forward becomes clearer, the situation becomes more manageable — and people are better equipped to make decisions that support healthier, safer and more resilient workplaces.

My approach

My approach is calm, steady, and focused on helping you understand what is happening without adding pressure or urgency. I work in a way that supports clarity, emotional safety, and practical next steps. I take the time to understand your situation, what you have been told, and what you are worried about.

From there, we move through the process in a structured way so you can make informed decisions at a pace that feels manageable. I do not take over the situation or speak on your behalf. Instead, I help you stay grounded, prepare for conversations or meetings, and understand what each step means. My role is to support you, not to direct you.

People often tell me that having someone neutral, steady, and clear makes the situation feel less overwhelming. My focus is on helping you feel supported, informed, and ready for what comes next.

How I support you.

I provide calm, structured support for an employee, an employer, or a support professional who is assisting someone through a difficult moment. Workplace issues can move quickly, and people often find themselves trying to interpret unfamiliar processes, unclear communication or emotionally charged situations. My role is to help you understand what is happening, what your options look like, and what the next step involves — at a pace that feels safe and manageable.

People contact me when they need:

• a clear explanation of what a workplace process means

• help understanding communication they have received

• support preparing for a meeting, conversation or written response

• guidance on what to expect next

• steady, practical steps to reduce overwhelm

• someone neutral to help keep the situation grounded

• assistance supporting a person who is distressed or unsure

My philosophy is to help employees and employers resolve disputes in a way that reduces risk, strengthens workplace practices and prevents repeat incidents. I offer structured, non‑legal workplace support that helps you stay steady, informed and prepared. The focus is on clarity, safety and practical next steps — giving you the confidence to move through the situation with a clear understanding of what is happening and why.

I do not provide legal advice. I provide independent, non‑legal guidance that supports fair, confident and well‑prepared participation in workplace processes.

If this is you…

An employee…

• unsure how to respond to communication from their employer • worried about saying the wrong thing or making the situation worse • facing dismissal, allegations or a process they have never been through before • feeling overwhelmed, distressed or alone in managing the issue

An employer…

• trying to respond fairly to a situation that has become complex or sensitive • unsure how to communicate with an employee who is distressed or struggling • wanting to maintain procedural fairness but feeling out of their depth • needing calm, structured guidance to avoid escalation

A support worker, advocate or family member…

• supporting someone who is overwhelmed or confused • receiving mixed or unclear information from multiple parties • trying to keep someone steady while also managing practical steps • feeling responsible for helping, but without clear direction

You do not need to have everything organised before reaching out. You do not need to know the right words. You do not need to feel confident about the process.

If any of this sounds familiar, you are in the right place.

I provide calm, step‑by‑step support for an employee, an employer, or a support professional assisting someone through a difficult moment, at a pace that feels safe and manageable. My philosophy is to help employees and employers resolve disputes in a way that reduces risk, strengthens workplace practices and prevents repeat incidents.

I do not provide legal advice. I offer structured, non‑legal workplace support that helps you stay steady, informed and prepared.

What I do not do

It is important to be clear about the limits of my role. This helps keep the process steady, transparent, and safe for everyone involved.

• I do not provide legal advice.

• I do not act as a lawyer, representative, or advocate in any legal process.

• I do not prepare legal documents or advise on legal rights, entitlements, or outcomes.

• I do not speak on your behalf in meetings, hearings, or formal processes.

• I do not make decisions for employees, employers, or support workers.

• I do not replace workplace policies, HR functions, or legal requirements.

My role is to provide calm, structured, non‑legal support that helps you understand what is happening, what the next step involves, and how to stay steady throughout the process.

If you need legal advice, I can help you identify when it may be appropriate to seek it.

GUIDING RESOLUTION- SERVICE MENU AND PRICING GUIDE

Scope

This guide outlines fixed‑fee, non‑legal support services designed for clarity, accessibility, and tribunal resilience. All services are delivered in a calm, structured, and emotionally safe manner.

Guiding Resolution helps clients understand processes, prepare information, communicate clearly, and participate safely in their matter. The focus is on clarity, communication, organisation, accessibility, and emotional steadiness.

Guiding Resolution does not provide legal advice, legal interpretation, or solicitor services. If a matter requires legal advice or representation, clients will be supported to prepare and referred appropriately. This menu is designed for referrers, including NDIS providers, support coordinators, recovery coaches, advocates, employers, and community organisations.

All services use fixed fees so costs are clear before work begins. Reduced fees or payment plans may be available for clients experiencing financial stress or disability‑related support needs.

Employee Services and Fees

Employee Tier 1 – Early Advisory / Pre‑Intake Support – $295

• Early guidance to understand the situation, identify options, and plan next steps.

• Delivered to completion. No obligation to continue.

Employee Tier 2 – Written Response and Process Support Package – $1,650 total

• Support to prepare a written response (e.g., F2 or F3) and self‑represent at conciliation.

• Includes reviewing materials, preparing the F2 or F3, drafting the written response, and procedural guidance.

• Delivered to completion. If Tier 1 was paid, the remaining fee is $1,355.

Employee Tier 3 – Full Early Resolution Support (including conciliation) – $1,850

• Support through the entire early stage, including support during the Fair Work Commission telephone conciliation.

• Includes everything in Tier 2, plus a pre‑call strategy session, support during the conciliation, and a post‑call summary.

• Delivered to completion. If Tier 1 was paid, the remaining fee is $1,555.

Employer Services and Fees

Employer Tier 1 – Early Advisory / Issue Clarification – $295

• Early guidance to clarify issues, identify risks, and plan next steps.

• Delivered to completion. No obligation to continue.

Employer Tier 2 – Written Response and Process Support Package – $1,750 total

• Support to prepare written responses, review allegations, draft employer statements, and prepare for early resolution.

• Includes reviewing materials, procedural guidance, and preparation for early resolution.

• Delivered to completion.

• If Tier 1 was paid, the remaining fee is $1,455.

Employer Tier 3 – Full Early Resolution Support (including conciliation) – $2,150 total

• Support through the entire early stage, including support during the Fair Work Commission telephone conciliation.

• Includes everything in Tier 2, plus a pre‑call strategy session, support during the conciliation, and a post‑call summary.

• Delivered to completion. If Tier 1 was paid, the remaining fee is $1,855.

Preparing Written Responses (F2/F3)-Preparation Fee: $750

• Preparing written responses such as F2 or F3 forms is included in Employee Tier 2, Employee Tier 3, Employer Tier 2, and Employer Tier 3.

• If a client has already prepared their own F2 or F3, it will be reviewed with them. This review is included unless substantial redrafting is required.

• Standalone F2/F3 Preparation Fee: $750.

Tier 4 – Universal Support for Hearings, Appointments and Critical Incidents – $1,500

• Available to any client or support person (family member, co‑worker, friend, support coordinator, recovery coach, advocate).

• Suitable for Local Court appearances, Mental Health Act matters, police‑initiated detention, hospital admission, clinical reviews, workplace incidents, or other high‑stress situations.

• Includes preparation, information organisation, communication strategy, attendance as a support person (where appropriate), and a post‑hearing or post‑appointment debrief.

• Delivered to completion.

Optional Add‑On Services (Fixed Fees)

• General award and leave review – $220

• Document review – $260

• Reputational strategy – $300

• Communication strategy and tone calibration – $280

• Chronology and evidence organisation – $300

• Procedural roadmap creation – $350

• Reputational risk review – $260

• Meeting preparation and debriefing – $280

• Settlement communication support – $320

FWC Non‑Legal Representation (Paid Agent)

If your matter proceeds to the Fair Work Commission, Guiding Resolution can attend with you as a paid non‑legal agent (with leave). This service provides calm, structured support throughout the process so you are not facing it alone.

What this includes:

• Preparation for the FWC event

• Organisation of your documents and evidence

• Clear explanation of the conciliation or conference process

• Chronology development and refinement

• Attendance with you at the FWC (with leave)

• Speaking on your behalf as permitted

• Structured support during the session

• Post‑attendance summary and guidance on next steps

Fixed Fee: $3,250 – $4,500

This add‑on is designed for clients who want steady, organised support and clear communication during stressful tribunal events.

Pricing Philosophy

My pricing is designed to provide clarity, stability, and genuine value at a time when your situation may feel uncertain or overwhelming. Every service is offered at a clear fixed fee so you always know the cost before you begin. There are no hourly surprises and no hidden charges.

Clients often come to me during moments of stress, reputational pressure, or workplace conflict. My goal is to remove financial uncertainty and provide a calm, predictable process that supports wellbeing, clarity, and steady participation in your matter.

Retainer Integration

For ongoing clients, services and guidance documents can be incorporated into existing retainer arrangements as part of continuity and resilience planning. This provides predictable support, stable communication pathways, and a consistent structure for managing workplace issues over time.

Additional Notes

All services are designed to support clarity, communication, organisation, and emotional safety during workplace challenges.

All guidance is general in nature and does not include legal advice, legal interpretation, or representation. Clients are encouraged to seek independent legal advice if they require support with rights, entitlements, or legal strategy.

Fixed fees apply only to the services listed in this menu. Any work outside these inclusions will be discussed in advance to ensure transparency and predictability.

Note for Referrers

• A referrer is any person or organisation who provides information, suggests support options, or helps a client access a service. This may include NDIS providers, support coordinators, recovery coaches, advocates, employers, community organisations, or family members assisting the client.

• Referrers are welcome to use this guide to understand the fixed‑fee structure.

• Referrers cannot consent on behalf of the client; the client must confirm any service directly with me before work begins.

• Referrers are not parties to any agreement and are not responsible for fees or obligations.

• Referrers cannot receive updates or information about the client’s matter unless the client provides clear consent.

What You Can Expect from This Practice

For individuals experiencing workplace

difficulty or uncertainty

This practice provides a calm and steady foundation for people navigating challenging workplace experiences. You may be feeling unsure about what has happened, overwhelmed by communication, or uncertain about whom to trust. Many people feel this way, especially when events have moved quickly or when the situation has become emotionally heavy.

This space helps you organise your material, understand the sequence of events, and prepare clear and respectful communication. All support remains strictly within the boundaries of non‑legal services. You receive guidance that helps you understand your situation and plan your next steps without crossing into legal advice.

The process is transparent and predictable. You always know what is happening and why. Some workplace pathways move quickly, and it can be helpful to seek support early, particularly because certain applications have short timeframes, including the general twenty‑one‑day period that applies to unfair dismissal matters. This information is provided for awareness only and is not legal advice.

This practice is built on clarity, safety and trust. You remain in control of your decisions at every stage. I guide the structure so you can move through your situation with steadiness and a clearer sense of what comes next. Many people describe the experience as grounding because the approach is calm, respectful and free from pressure.

If you are seeking support that is steady, reliable and centred on your wellbeing, this practice offers a safe and trustworthy place to begin.

For employers seeking clarity, structure and respectful communication

This practice provides a clear and steady foundation for employers managing complex or sensitive workplace situations. You may be navigating communication breakdowns, operational pressures, or uncertainty about how to respond in a way that is respectful, consistent and safe for all involved.

This space helps you organise information, understand the sequence of events, and prepare clear and professional communication. All support remains strictly within the boundaries of non‑legal services. You receive structured guidance that helps you maintain clarity and predictability without crossing into legal advice.

The process is transparent and steady. You always know what is happening and why. Some workplace pathways move quickly, and many employers find it helpful to seek support early, particularly because certain applications have short timeframes, including the general twenty‑one‑day period that applies to unfair dismissal matters. This information is provided for awareness only and is not legal advice.

This practice is built on clarity, safety and trust. You remain in control of your decisions and your direction. I guide the structure so you can respond with confidence, maintain respectful communication and support a safe and stable workplace environment.

If you are seeking support that is calm, reliable and grounded in respectful communication, this practice offers a steady and trustworthy place to begin.

The Actual Process

Support typically unfolds in a clear, predictable sequence that protects your emotional steadiness and helps you stay organised.

Step 1: Intake – Your journey starts here

You begin by completing a structured intake form inside your Karnak envelope. It is designed to help you share your timeline, tone and goals clearly and gently.

Step 2: Review and scaffolding

I review your intake and begin scaffolding your response. This may include a draft timeline, a respectful reply or a procedural overlay, always tailored to your tone and matter type.

Step 3: Refinement and clarity

We refine together. You guide the tone, and I support the structure. Whether it is a conciliation script, a file note or a tribunal‑safe response, we shape it until it feels right.

Step 4: Conciliation preparation

If your matter proceeds to conciliation, I will help you prepare calmly and clearly. This includes a respectful opening statement, a structured summary of events and a clear articulation of your goals, all paced to protect your emotional wellbeing.

Step 5: Submission or resolution

You decide how to proceed. You may submit, attend a conciliation or pause. I help you prepare documents, anticipate procedural steps and stay emotionally grounded throughout.

Step 6: Closure and next steps

Whether the matter resolves or continues, I will help you close the loop. This may involve preparing a statement of service, a no‑liability resolution or documenting the journey for future clarity.