Alternative Dispute Resolution
Prior to the Equal Employment Opportunity Commission requirement, APHIS established an ADR process for the Equal Employment Opportunity Program designed to provide a means for resolving conflict in the workplace, especially in its earliest stages. More importantly, ADR serves as a mode to assist in fostering a better working environment in which everyone benefits.
Prior to the mediation, the mediator will be provided a minimum amount of information. An intake sheet that will identify the issues (what was alleged to be discriminatory) and the basis (why the person believe discrimination is a factor). The limited amount of information provided is purposeful as it ensures neutrality and gives the parties the opportunity to obtain relevant information from one another.
Everyone should come to the mediation session as prepared as possible to participate fully in the process, including presenting any documentation necessary to support his or her position. Material information should include: dates, place, exactly what happened, responsible persons involved, identification of any persons who may have information regarding particular events, why the aggrieved person believe it was done, etc.
A work sheet is available to assist each participant identify this critical information.
Mediation is not a legal proceeding. No report or testimony, other than an actual resolution agreement, will be recorded/made or forwarded for any additional proceeding. All information conveyed during the mediation will be kept confidential, except those matters required by Departmental policy or by law, i.e., fraud, waste and abuse or criminal activity.
Last Modified: February 9, 2012