A closer look at Alternative Dispute Resolution

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  • By Staff Reports
  • 100th Air Refueling Wing Public Affairs
RAF MILDENHALL, England --  The following information is provided by the Equal Opportunity Office to explain Alternative Dispute Resolution.

Why look at ADR?
It is inevitable that some workplace disputes cannot resolve themselves. Sometimes we need to work through official channels. As an employee, supervisor, manager or union official, you may have participated in workplace dispute resolution processes at some time during your federal career. Many have concluded that traditional Equal Employment Opportunity, grievance and litigation procedures to resolve workplace disputes are:
  • Long and drawn out, sometimes lasting for years
  • Costly in terms of time spent and money required
  • Too formal
  • Obstacles to good working relationships
  • Decided by "outsiders" who do not fully understand the situation
  • Impedes mission accomplishment
Many years of experience with the traditional methods of dispute resolution have led several federal agencies and private industry to design alternative, new and creative means for handling workplace disputes. The Air Force has developed its own Alternative Dispute Resolution program to resolve workplace problems. The program encourages open communication and discussion between the parties, who use their own creative ideas to resolve disputes.

What's in it for me?
The benefits of resolving issues under the ADR program:
  • Promoting a healthy employment relationship by including the parties directly in designing a resolution to their workplace problems
  • Reaching a solution quickly, before the situation worsens
  • Reducing costs in terms of money and time spent reaching resolution
  • Focusing on the interests of the parties and their long term relationship, rather than their legal position
  • Improving future work relationships
  • Encouraging the parties to speak directly to each other rather than to a judge
  • Creating a Win-Win situation
How does the ADR program work?
  • The employee or management official identifies a workplace problem.
  • The employee is encouraged to raise the problem through the chain of command/supervision.
  • The employee/management official may contact his/her supervisor, the EEO Office, Civilian Personnel (CPO), Inspector General, Union, Chaplain, Employee Assistance Program Office or the Alternative Dispute Program Office.
  • The official contacted refers the issue either to the appropriate office or the ADR office.
  • The ADR office may discuss the matter with the employee/management official to determine the feasibility of using ADR to resolve the matter.
  • The ADR office determines whether to offer one of the methods of ADR for dispute resolution (mediation, facilitation or early neutral evaluation).
  • The parties agree to use the method offered or to use traditional dispute resolution procedures.
  • If the parties choose ADR, they attempt to resolve the disputed issue(s) in good faith and by full and open communication, respecting the rights of each party to present his/her perspective.
Who can participate in ADR?

Any employee with a workplace related dispute could be offered the opportunity to participate in ADR. Participation by the employee is voluntary.

Do I have a choice to participate in ADR?

Yes! If you are offered the choice to resolve your problem through ADR, it is up to you whether or not to use it. Employee participation in ADR is strictly voluntary. You may choose ADR or have your problem addressed under traditional procedures applicable to the issue. In order to make an informed decision concerning participation in ADR, you will be provided all the information you need. Every question you have will be answered.

What should I do if I have a workplace problem?

It is recommended that you still use the chain of command first to raise and resolve a workplace problem.

If the problem remains unresolved, you can still follow traditional means for addressing the issue. Under ADR, employees or management officials in one of the traditional complaint or grievance processes may initiate the consideration of ADR by contacting the ADR POC in the ADR Program Office, at extension 736-2151.

At this point, the ADR POC makes an initial assessment on the feasibility of using ADR. An offer to use one of the three ADR methods may then be made to you (mediation, facilitation or early neutral evaluation).

Does the program work?

Yes! The ADR Program resulted in significant benefits to both the employer and employees. The manager and employee communicate directly and participate in designing a solution that makes sense to them. Issues are raised early and resolved quickly.

For more information:

Information on ADR is available in many places. The EEO, CPO or Legal Offices can answer general questions or you can contact the Mildenhall ADR Program Office, at DSN 238-2468, or commercially at 01638 54-2468.