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Employment
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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In a decision that limits the U.S. Supreme Court’s ban on contractual waivers of the right to participate in class arbitrations, the National La...
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The Metropolitan Corporate Counsel (MCC)
SPECIAL SECTION ADR
August 2011
by Kathy Bryan
The Editor interviews Kathy Bryan, President and CEO, ...
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Posted in: Advocacy in ADR, Arbitration, Banking & Financial Services, Construction, Corporate Protocol, Discovery, Diversity, e-Discovery, Employment, Franchise, International, Mass Claims, Mediation, Patent/Trademark, Product Liability, CPR in the News, Commercial ADR Tools, Early Case Assessment, ADR Policy, ADR Procedures, ADR Protocols
This checklist assumes that the Company mediation program is voluntary for employer and employee.
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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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Section III. Model Implementation Tools
B. STEP-BY-STEP MAINSTREAMING GUIDE
This guide enumerates the steps a Company should take to systemati...
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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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CPR is pleased to administer Employment arbitration cases under its Arbitration Rules (2007, 2005, 2000, 1995, 1990 respectively) or rules developed b...
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This Employment Dispute Mediation Procedure offers a structure and ground rules for mediation of a discharge or other significant employment dispute between a company and an employee or former employee (“employee”) who is not covered by a collectively bargained grievance procedure.
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The U.S. Supreme Court today decided Granite Rock Co. v. Int'l Brotherhood of Teamsters et al., No. 08–1214, a labor case centering around when a contract was formed.
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