Alternative Dispute Resolution, commonly referred to as ADR, is a term which covers many alternatives to traditional methods for resolving conflicts or disputes. ADR has been used as a tool in resolving workplace disputes arising from poor communication, personality conflicts, or alleged discrimination. Within Reclamation, ADR is offered as an alternative method for resolving workplace disputes instead of the traditional equal employment opportunity (EEO) informal counseling, or formal complaint process. Reclamation has chosen mediation as the primary ADR method in resolving EEO disputes because it empowers the parties themselves to reach an acceptable resolution of the conflict.
The ADR process is intended to be a supplement to, and not a replacement for, the normal Federal Sector EEO complaints process. Participation as a complainant in the ADR process is voluntary. The pre-complaint process may extend to 90 days if a complainant participates in ADR. The ADR process (as well as pre-complaint counseling) may result in an informal resolution of a complaint. If the ADR process does not result in an informal resolution of the complaint, the complainant still has the right to continue pursuing the complaint through the regular Federal Sector EEO Complaint process. Questions concerning whether, how and when you should use the ADR process should be directed to EEO Staff.
|Collaborative Action and Dispute Resolution (CADR)|
|EEO PLUS (Partners Listening, Understanding, and Solving)|
|ADR Policy Statement|
|ADR for the Federal Sector|
|ADR Fact Sheet|
|ADR Question & Answer|
|ADR Resource Guide|
|ADR & Employee Relations|
February 3, 2010 1:35 PM