Dispute Resolution


Employee, Agency, and Union Feedback


Employee Feedback


This program is great and helped me so much:

  • My relationship with my manager improved for the first time.
  • When I tried mediation, I was on my third EEO Complaint.
  • Although I had won my last complaint, the problems with my manager persisted.
  • He may have treated me worse because he resented losing the prior EEO Complaint.
  • Communication with my manager was poor and I dreaded coming to work.
  • During the mediation session, I felt safe expressing my feelings to my manager, because the neutral mediators were present as witnesses and I knew what I said could not be distorted later.
  • My manager said he was sorry for some of the things he had said and done, things that had prompted my most recent EEO Complaint.
  • He expressed concerns about my work that I had never heard before.
  • I understood for the first time some things I needed to change and promised I would try to improve in those areas.
  • I delayed filing the third formal EEO Complaint until I was sure I had done everything I could to better my work. I ended up never filing it.
  • In the weeks after the mediation session, my manager talked to me more and treated me more fairly. He seemed more patient and less vindictive.
  • Understanding my priorities, I did better work in the areas noted by my manager.
  • For the first time ever, he gave me some positive feedback.
  • No longer dreading coming to the office, I started to enjoy my work more.
  • I have now worked for two years without having to file an EEO Complaint, whereas previously I had filed a Complaint each year.
  • Mediation resolves problems faster.
  • My third EEO Complaint was resolved within a few weeks after I contacted the EEO Counselor.
  • My prior two Complaints each dragged on for many months until completion.
  • During that time, I was under a lot of stress and things were very tense with my manager at work.
  • I developed some medical problems and could not do my best work.
  • Mediation is impartial and preserves confidentiality.
  • Because the mediators come from another agency, I felt more comfortable speaking openly.
  • I knew what I said would not be the subject of gossip in my agency.
  • The co-mediators seemed objective and did not appear to be tools of management.
  • They seemed to have more power to influence my manager than staff in our agency.
  • Although I will probably never see the co-mediators again, I will always be grateful for their assistance.


  • Agency Feedback


    This program is great for so many reasons:

  • The two ladies that acted as facilitators were a key to the success. I was told that it just seemed that the women got them, meaning they had a great connection to the group.
  • Most workplace disputes are resolved in a few weeks, with a maximum of one day's time spent by each party.
  • In contrast, we have had EEO Complaints that took years to resolve and cost hundreds of hours and thousands of dollars of staff time.
  • After mediated resolutions, we have fewer repeat disputes between the same parties.
  • Mediations through the ADR Consortium are free.
  • My agency pays only local mileage and parking costs.
  • The agency lending the mediator pays its own employee's salary.
  • Relationships and morale improve.
  • The parties informally discuss the issues and may vent their frustrations.
  • No one is forced to agree to anything: if the mediation doesn't result in agreement, the parties pursue their usual options.
  • The parties maintain control of the process.
  • Mediators try to satisfy both parties' interests.
  • No outside party, like a judge, imposes an outcome.
  • There is no loser, as in court.
  • The mediators are impartial and preserve confidentiality.


  • Union Feedback


    Union Officials say this about Mediation:

  • Our union uses this program whenever possible because it works so well in resolving grievances.
  • Mediation seems to better address the root causes of workplace problems
  • I was impressed with the ADR Consortium mediators’ skills in facilitating an open exchange between the employee and manager, a first step in finding resolution.
  • I observed even “difficult” managers behave more flexibly and are more willing to negotiate during mediations.
  • After mediations, I notice fewer repeat grievances against the same managers, thanks to improved lines of communication.
  • Out of about 10 mediation cases, nine were resolved in a few weeks, with a maximum of one day’s time spent by each party.
  • Using mediation, the union can help more employees by not getting tied up with a few time-consuming cases.
  • ADR Consortium mediations are free.
  • The union pays nothing, why wouldn’t we use this service?
  • Our agency pays only local mileage and parking costs.
  • The agency lending the ADR Consortium mediator pays its own employee’s salary.
  • The union may attend the mediation session and ensure that the employee’s rights are being protected.
  • ADR Consortium mediators address the employees’ interests and do not impose a solution, like a judge or arbitrator does.
  • If the mediation does not resolve the case, the union still has contract and legal remedies available, so it has nothing to lose by trying mediation.
  • Since there is no loser in mediation, the union does not risk losing face and marring its image with employees
  • ADR Consortium mediators are professional
  • The ADR Consortium mediators I observed were well-trained and very effective
  • Both sides trusted the mediators objectivity
  • Because the ADR Consortium mediators come from another agency, both parties trust the confidentiality of the proceedings.