Mediation is an informal process where a neutral third-party (referred to as a Mediator) assists the parties in reaching a mutually acceptable resolution of the dispute and achieving a binding settlement. The mediator’s role is to assist the parties to explore issues, needs and settlement options. Learn More ->
Arbitration is an adjudicative process in which disputing parties empower an Arbitrator to issue a final and binding award based on the evidence submitted in a hearing. Employment arbitration involves statutory, policy, and “for cause” disciplinary matters not involving collective bargaining agreements. Learn More ->
Fact Finding / Investigations
Fact-Finding involves the selection of a third-party by opposing parties for the purpose of issuing a non-binding recommendation to enable the parties to resolve the contract or dispute. Learn More ->
Public agencies often require the use of hearing officers to preside over cases involving workplace disputes, statutory issues, policy interpretation and “for cause” disciplinary matters.
Labor arbitration is an informal adjudicative process in which labor and management empower an Arbitrator to issue a final and binding award based on the evidence presented at a hearing. The authority for the appointment of an Arbitrator arises from the parties collective bargaining agreement or collective negotiations agreement.
A majority of grievances are resolved prior to labor arbitration. Labor and Management are increasingly utilizing mediation as an alternative to arbitration of grievances that arise under the collective bargaining agreement or collective negotiations agreement.
Contract mediation can ensure labor peace and the proper formation, negotiation, and execution of a collective bargaining agreement or collective negotiations agreement through the assistance of a third-party neutral.