In recent years, various forms of alternative dispute resolution have gained popularity. ADR is widely seen as a less costly way of resolving disputes than going to court.
Good ADR programs provide a less adversarial forum for resolving disputes than litigation. Examples include:
- Open-door policy: Employees can present their problems to their own or any supervisor for resolution. For this to work properly, supervisors must be trained in how to handle their complaints.
- Ombudsman: Disputes are submitted to a neutral third party following an in-house investigation.
- Peer review: Disputes are submitted to a panel of co-workers trained in ADR techniques. The panel discusses the problem and suggests creative, nonpunitive resolutions.
- Mediation: Disputes are submitted to a neutral mediator for nonbinding resolution. The mediator’s goal is to move the two parties closer together and work toward a resolution. The mediator may sugge...(register to read more)
- Sudden discipline problems? Check for retaliation by boss
- What Is a 'Hostile Work Environment' Under N.J. Anti-Bias Law?
- Beware ADA retaliation trap if employee asks for more time off after FMLA leave expires
- Be wary of 'Public policy' exception to at-Will employment
- Keep details of discrimination settlements confidential