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FOR IMMEDIATE RELEASE Media Contact: Dana Massarsky 646-753-8231 dmassarsky@cpradr.org New York, NY, June 18, 2012 – The Internationa...

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This is an Article that explains new ways to proactively reduce and manage the likelihood of formal disputes. These methods include appointing a standing neutral, establishing a peer review panel program for employee disputes and implementing a planned early negotiation process.

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This checklist assumes that the Company (a) attempted to resolve the problem by informal means prior to mediation but was unsuccessful in doing so; (b) had no mediation program or had a mediation program that either was not used in the subject dispute or did not succeed; and (c) is either willing to arbitrate, or has agreed with the employee to arbitrate the dispute (either prior to or subsequent to the dispute itself).

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Melanie Lewis outlined many of the considerations pertinent to implementing an employment dispute management program, in  CPR's 2004 Resource Book for Managing Employment Disputes.

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