At a glance
Alternative Dispute Resolution is a collection of processes meant to help employees at CDC/ATSDR confidentially solve workplace conflicts or disputes that may arise. It is a service in addition to other formal processes in place such as EEO complaints or grievances.
Background
Alternative Dispute Resolution (ADR) is a collection of processes elected by employees to resolve workplace conflicts or disputes informally and confidentially. Examples are mediation or facilitated discussion.
These processes are called alternative because they are an alternative to other more formal processes, such as grievances and EEO complaints. However, ADR does not displace those traditional processes. ADR can be elected independently, referred to as Early Intervention, or in conjunction with the EEO or grievance process.
The purpose of the ADR program is to identify the issues, reach a mutual solution, and restore the work relationship. ADR can also be used outside the EEO process.
ADR has experienced mediators available to provide the following services:
- Employee and management consultations
- Mediation/ Facilitated Discussion
- Training
Mission Statement
CDC/ATSDR believes people are valuable. They should have the right tools to perform their jobs to the best of their abilities. ADR is one of those tools. The Office of Equal Employment Opportunity and Workplace Equity (OEEOWE) offers an unbiased, neutral ADR Program for all employees. This program helps prevent and manage workplace conflicts. ADR deals with each situation individually and confidentially.
Eligibility
ADR is voluntary on the part of the employee that elects to utilize the service. To participate, you must be a
- CDC Employee.
- Commissioned Corps. Officer.
- Fellows.
- Contractors.
If they have contacted the OEEOWE to discuss a situation or action that they perceive to be discriminatory.
The EEO staff will determine whether an individual has the standing to file an informal complaint. The ADR program is available during all stages of the EEO informal and formal complaint processes. In reference to issues unrelated to EEO, employees may contact the ADR office directly.
How it works
Management may suggest or recommend using mediation or other forms of ADR. However, it is always up to the employee to decide. The employee should not feel pressured to elect ADR by anyone. ADR empowers and enables the participating parties to have ownership and control over the outcome of the process.
When ADR is elected in the EEO complaints process, the processing timeline is extended from 30 days up to 90 days.
It is CDC’s policy that when an employee elects to use ADR, management is required to participate in good faith. Good faith is defined as coming to ADR:
- Prepared.
- Willing to engage in dialogue.
- Actively listening and working toward reaching mutually acceptable resolutions regarding issues or disputes raised by an employee.
A neutral third party, or mediator, helps participants to communicate, develop ideas, and reach a mutual agreement on issues or disputes. Mediators do not take sides, represent participants, provide advice, or decide outcomes.
When an agreement is reached through ADR, the mediator is responsible for capturing the terms of the agreement in writing. A written and signed agreement reached in ADR becomes a contact between the employee and the agency. This agreement has the same effect as other EEO settlement agreements. As a result, it will be adhered to and executed in accordance with Agency policies and procedures.
If an agreement is not reached, the case is referred back to the EEO Complaints Team for further processing.
OEEOWE monitors the implementation of the terms.
Confidentiality
ADR is a confidential resource available to employees if you:
- Are not sure to whom to talk about concerns or issues in your workplace.
- Want to discuss options for resolving workplace disputes at various levels (coworkers or management).
- Are looking for an informal, non-escalating approach to resolving conflicts.
The process is confidential. Only parties who need to know about the matter will be informed about the issues. Typically, this refers to those who are involved in the matter.
If you enter into mediation, the parties will be asked to review and sign a document called an Agreement to Mediate. This document sets forth that the process is confidential. What is said, or exchanged during the mediation cannot used in other proceedings.
Who to contact
If you believe that you have been discriminated against, you can speak to a representative on the EEO Complaints Team. If you decide to file an EEO complaint, you will also be given the opportunity to elect ADR.
Complaint Hotline: 770-488-1225
Email: EEOComplaints@cdc.gov
If you have any questions related to these services, please contact the ADR Team.
Phone: 770-488-3090
Email: adrcustomerservice@cdc.gov