One Mediation

Alternative Dispute Resolution ("ADR") processes are alternative methods of helping people resolve legal problems
before going to court. ADR involves an independent third person, called a "neutral" who tries to help resolve or
narrow the areas of conflict. The use of ADR early in a case can result in the more efficient, cost-effective resolution
of disputes with greater satisfaction to the parties.

ADR includes dispute resolution processes and techniques that fall outside of the government judicial process.
Despite historic resistance to ADR by both parties and their advocates, ADR has gained widespread acceptance
among both the general public and the legal profession in recent years. In fact, some courts now require some parties
to resort to ADR of some type, usually mediation, before permitting the parties' cases to be tried. The rising
popularity of ADR can be explained by the increasing caseload of traditional courts, the perception that ADR
imposes fewer costs than litigation, a preference for confidentiality, and the desire of some parties to have greater
control over the selection of the individual or individuals who will decide their dispute.

In employee and labor relations and equal employment opportunity disputes, ADR has most commonly taken the
form of mediation. However, there are many other options available including conciliation, cooperative
problem-solving, dispute panels, facilitation, fact finding, interest-based problem solving and bargaining, settlement
conferences, ombudsing, peer review, and alternative discipline.