Employment | Labor

Workplace disputes may stem from a broad spectrum of potential conflicts:  protected activity; interpersonal relationships & communication; prioritization of tasks & responsibilities; corporate or departmental reorganization or change; and expectations for performance.  Each dispute is unique, calling for careful, targeted treatment that produces resolution.

Private Sector Dispute Resolution:

Savvy business owners often include arbitration provisions in their contracts. 

Why is arbitration so attractive?  Confidentiality.  USADR does not publish arbitration awards, allowing businesses to keep private matters private.  Whether you are negotiating the dissolution of a partnership, contracting for services, or creating consulting agreements, mediation and arbitration can be the quickest way to settle a dispute with a minimum of expenses.  USADR promotes the confidential settlement of disputes.

Workplace disputes may stem from a broad spectrum of potential conflicts:  protected activity; interpersonal relationships & communication; prioritization of tasks & responsibilities; corporate or departmental reorganization or change; and expectations for performance.  Each dispute is unique, calling for careful, targeted treatment that produces resolution.

Public Sector Dispute Resolution:

Labor and Employment arbitration provisions are extremely common as a standard part component in the grievance process.  Arbitration is desireable because of its confidential process for resolution.  ADR processes (arbitration and mediation) are generally much less expensive and more expeditious than litigating employment disputes through the courts or other enforcement venues.  Arbitrators are finders of fact in a hearing of equity, offering a full & fair hearing to the parties. Using wisdom & professional experience, the arbitrator decides the matter and renders a binding decision.

Employment Mediation provides a confidential and safe environment for participants to discuss core issues, examine problems, and generate options for resolution.  When a strategy to address problems is agreed upon among participants, the terms are written down and signed by the parties create a formal record of resolution.  Mediation is commonly used to prevent litigation and to resolve disputes before trial or arbitration. Approximately 85-90% of disputes filed are settled through mediation after an arbitration or lawsuit is filed.

Employment Facilitation provides an effective process for gaining participation and generating ideas during times of change or redirection:  corporate restructuring, implementing or re-tooling processes or procedures.  Participants are given a voice in organizational change are generally more supportive of transitions because they feel empowered in their participation towards company improvements.

Employment / Labor Arbitration provisions are common in labor contracts, and provides a confidential process for resolution.  Arbitration is generally less expensive and more expeditious than litigating employment disputes through the courts or other enforcement avenues.  Arbitrators are finders of fact in a hearing of equity, offering a full & fair hearing to the parties. Using wisdom & professional experience, the arbitrator decides the matter and renders a binding decision. Employment contracts and partnership buy/sell agreements often contain arbitration provisions as a pre-determined decision to use arbitration if a dispute arises.  USADR can administer arbitration under another forum's rules of procedure or under USADR’s rules.