Mediation as a settlement tool for employment disputes

Article Abstract:

The increasing court backlogs and the uncertainties of the new Civil Rights Act and the Americans with Disabilities Act provide a fertile ground for alternative dispute resolution techniques, and mediation is one such technique which has not been much applied to non-union labor disputes. Mediation can give rise to more creative settlements than other dispute resolution mechanisms. Most mediations take place one or two months after submission and resolve the dispute within one or two days. This is an inexpensive, low-stress way of resolving disputes.

Methods, Mediation

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Arbitrator impartiality and the burden of proof

Article Abstract:

Professors David A. Dilts and Clarence R. Dietsch studied arbitration win-loss rates as a sign of arbitrator impartiality using a dichotomous classification, while most research and agency reports use a three-part classification of outcomes, union win, management win, or holding upholding a part of a grievance while denying the rest. When the Dilts-Dietsch data is reviewed using a three-part classification, a different picture emerges, suggesting that a dichotomous standard for evaluating arbitrator impartiality is too simplistic.

Evaluation, Arbitrators

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Upstream effects from mediation of workplace disputes: some preliminary evidence from the USPS

Article Abstract:

The benefits from mediation of workplace disputes go beyond the resolution of particular disputes to workplace environments generally. The process of mediation encourages employees to voice their concerns and their supervisors to listen to them, according to a pilot study called REDRESS conducted with US postal workers. Increased communication results in employees' greater sense of empowerment, understanding of others' views, and more effective workplace environments.

United States, United States. Postal Service

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